How to hire a classification analyst

How to hire a classification analyst, step by step

Here's a step-by-step classification analyst hiring guide:

• Step 1: Identify your hiring needs
• Step 2: Create an ideal candidate profile
• Step 3: Make a budget
• Step 4: Write a classification analyst job description
• Step 5: Post your job
• Step 6: Interview candidates
• Step 7: Send a job offer and onboard your new classification analyst
• Step 8: Go through the hiring process checklist

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1. Identify your hiring needs

   Before you start hiring a classification analyst, identify what type of worker you actually need. Certain positions might call for a full-time employee, while others can be done by a part-time worker or contractor.

   Determine employee vs contractor status

   Is the person you're thinking of hiring a US citizen or green card holder?

   Yes

   No

   You should also consider the ideal background you'd like them a classification analyst to have before you start to hire. For example, what industry or field would you like them to have experience in, what level of seniority or education does the job require, and how much it'll cost to hire a classification analyst that fits the bill.

   This list presents classification analyst salaries for various positions.

   Type of Classification Analyst	Description	Hourly rate
   Classification Analyst	Police officers protect lives and property. Detectives and criminal investigators, who are sometimes called agents or special agents, gather facts and collect evidence of possible crimes.	$25-46
   All Source Intelligence Analyst	An all-source intelligence analyst is responsible for gathering and analyzing data to support various operations and business requirements. All-source intelligence analysts conduct investigations for certain people, potential threats, and other related information treated with the utmost confidentiality... Show more	$26-52
   Competitive Intelligence Analyst	A competitive intelligence analyst specializes in recommending solutions to optimize a company's sales performance and business plans. They conduct extensive research and analysis to identify market trends, new business opportunities, client needs, and competitor strategies... Show more	$24-46

   Show more

2. Create an ideal candidate profile

   Common skills:

   • US Customs
   • Data Entry
   • Government Agencies
   • CBP
   • HTS
   • Import Export
   • Customs Regulations
   • Tariff Schedule
   • Salary Surveys
   • Insurance Carriers
   • Bonds
   • FDA
   • Classification Determinations
   • Compensation Data

   Check all skills

   Responsibilities:

   • Lead inter-departmental cross-functional teams to select logistics providers.
   • Manage vendors and supervise campus project initiatives to provide infrastructure upgrades.
   • Maintain part #HTS classification database.
   • Develop a uniform commercial invoice for all types of commodities import by Avon.
   • Maintain databases of logistics information.
   • Coordinate classification and declassification equities with other DOD agencies.

3. Make a budget

   Including a salary range in your classification analyst job description is a great way to entice the best and brightest candidates. A classification analyst salary can vary based on several factors:

   • Location. For example, classification analysts' average salary in oklahoma is 53% less than in california.
   • Seniority. Entry-level classification analysts earn 45% less than senior-level classification analysts.
   • Certifications. A classification analyst with a few certifications under their belt will likely demand a higher salary.
   • Company. Working for a prestigious company or an exciting start-up can make a huge difference in a classification analyst's salary.

   Average classification analyst salary

   $72,047yearly

   $34.64 hourly rate

   ---

   Entry-level classification analyst salary

   $53,000 yearly salary

   Updated January 20, 2026

4. Writing a classification analyst job description

   A classification analyst job description should include a summary of the role, required skills, and a list of responsibilities. It's also good to include a salary range and the first name of the hiring manager. Below, you can find an example of a classification analyst job description:

   Classification analyst job description example

   The Safeguards and Security Division is seeking a Senior Classification Analyst/Classification Officer to be responsible for the day-to-day management and implementation of Argonne's classification program. In this role you will ensure that Argonne remains compliant with Executive Order 13526, Classified National Security Information (and successor order) and the Atomic Energy Act of 1954. You will ensure exemplary performance of Argonne's classification program and maintain operational awareness of classification issues in accordance with Department of Energy order requirements.
   
   This role will be responsible for the effective training, mentoring, and appointing and oversight of derivative classifiers (DC's). Additionally, you will be responsible for ensuring that DC's are technically competent in the specific areas of their classification authorities and terminate these authorities when
   appropriate. Additional responsibilities include:
   Conducts classification reviews of draft proposals, whitepapers, publications, etc. Compiles statistics concerning the Argonne classification program for laboratory, ASO and DOE Headquarters Office of Classification. Prepares bulletins on classification guidance that is more detailed and tailored to the needs of the Argonne users. Evaluates the impact of new or revised classification guidance of current/new programs. For non-DOE-funded work performed by Argonne, certify that classification guidance provided by the funding entity does not contradict DOE classification guidance. Recommends appropriate actions/responses to classification issues or questions based on expertise. Provides technical direction for projects/programs/tasks in classified subject areas for all potentially classified subject areas covered at Argonne. Ability to model Argonne's Core Values: Impact, Safety, Respect, Integrity, and Teamwork.
   
   This position description documents the general nature and level of work but is not intended to be a comprehensive list of all activities, duties and responsibilities required of job incumbent. Consequently, job incumbent may be required to perform other duties as assigned.
   
   Position Requirements
   Considerable experience in training and ability to maintain effective working relationships with Argonne personnel and DOE. Considerable knowledge, experience and understanding of DOE directives related to classification and information security. Considerable Knowledge of database, word processing and other personal computer applications is required. Considerable skill in both oral and written communications. Strong decision making skills and judgment to determine appropriate level of management involvement necessary regarding inquiries dealing with the classification and information security programs. Must be a U.S. Citizen and must be able to obtain and maintain a "Q" clearance.
   
   This experience is typically achieved through formal education at the level of a Bachelor of Science degree in physics or nuclear engineering and a minimum of 4 years of experience in classification and/or declassification programs.
   
   Job Family
   Professional Administrative (PA)
   
   Job Profile
   Security 4
   
   Worker Type
   Regular
   
   Time Type
   Full time
   
   As an equal employment opportunity and affirmative action employer, and in accordance with our core values of impact, safety, respect, integrity and teamwork, Argonne National Laboratory is committed to a diverse and inclusive workplace that fosters collaborative scientific discovery and innovation. In support of this commitment, Argonne encourages minorities, women, veterans and individuals with disabilities to apply for employment. Argonne considers all qualified applicants for employment without regard to age, ancestry, citizenship status, color, disability, gender, gender identity, gender expression, genetic information, marital status, national origin, pregnancy, race, religion, sexual orientation, veteran status or any other characteristic protected by law.
   
   Argonne employees, and certain guest researchers and contractors, are subject to particular restrictions related to participation in Foreign Government Sponsored or Affiliated Activities, as defined and detailed in United States Department of Energy Order 486.1A. You will be asked to disclose any such participation in the application phase for review by Argonne's Legal Department.
   
   All Argonne offers of employment are contingent upon a background check that includes an assessment of criminal conviction history conducted on an individualized and case-by-case basis. Please be advised that Argonne positions require upon hire (or may require in the future) for the individual be to obtain a government access authorization that involves additional background check requirements. Failure to obtain or maintain such government access authorization could result in the withdrawal of a job offer or future termination of employment.
   
   Please note that all Argonne employees are required to be vaccinated against COVID-19. All successful applicants will be required to provide their COVID-19 vaccination verification as a condition of employment, subject to limited legally recognized exemptions to COVID-19 vaccination.

   Copy this example

   

5. Post your job

   There are a few common ways to find classification analysts for your business:

   • Promoting internally or recruiting from your existing workforce.
   • Ask for referrals from friends, family members, and current employees.
   • Attend job fairs at local colleges to meet candidates with the right educational background.
   • Use social media platforms like LinkedIn, Facebook, and Twitter to recruit passive job-seekers.

   Post your job online:

   • Post your classification analyst job on Zippia to find and recruit classification analyst candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   During your first interview to recruit classification analysts, engage with candidates to learn about their interest in the role and experience in the field. During the following interview, you'll be able to go into more detail about the company, the position, and the responsibilities.

   It's also good to ask about candidates' unique skills and talents to see if they match your ideal candidate profile. If you think a candidate is good enough for the next step, you can move on to the technical interview.

   The right interview questions can help you assess a candidate's hard skills, behavioral intelligence, and soft skills.

7. Send a job offer and onboard your new classification analyst

   Once you've found the classification analyst candidate you'd like to hire, it's time to write an offer letter. This should include an explicit job offer that includes the salary and the details of any other perks. Qualified candidates might be looking at multiple positions, so your offer must be competitive if you like the candidate. Also, be prepared for a negotiation stage, as candidates may way want to tweak the details of your initial offer. Once you've settled on these details, you can draft a contract to formalize your agreement.

   You should also follow up with applicants who don't get the job with an email letting them know that you've filled the position.

   Once that's done, you can draft an onboarding schedule for the new classification analyst. Human Resources should complete Employee Action Forms and ensure that onboarding paperwork is completed, including I-9s, benefits enrollment, federal and state tax forms, etc. They should also ensure that new employee files are created for internal recordkeeping.

8. Go through the hiring process checklist

   • Determine employee type (full-time, part-time, contractor, etc.)
   • Submit a job requisition form to the HR department
   • Define job responsibilities and requirements
   • Establish budget and timeline
   • Determine hiring decision makers for the role
   • Write job description
   • Post job on job boards, company website, etc.
   • Promote the job internally
   • Process applications through applicant tracking system
   • Review resumes and cover letters
   • Shortlist candidates for screening
   • Hold phone/virtual interview screening with first round of candidates
   • Conduct in-person interviews with top candidates from first round
   • Score candidates based on weighted criteria (e.g., experience, education, background, cultural fit, skill set, etc.)
   • Conduct background checks on top candidates
   • Check references of top candidates
   • Consult with HR and hiring decision makers on job offer specifics
   • Extend offer to top candidate(s)
   • Receive formal job offer acceptance and signed employment contract
   • Inform other candidates that the position has been filled
   • Set and communicate onboarding schedule to new hire(s)
   • Complete new hire paperwork (i9, benefits enrollment, tax forms, etc.)

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