How to hire a classifier

How to hire a classifier, step by step

Here's a step-by-step classifier hiring guide:

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

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1. Identify your hiring needs

   Before you post your classifier job, you should take the time to determine what type of worker your business needs. While certain jobs definitely require a full-time employee, it's sometimes better to find a classifier for hire on a part-time basis or as a contractor.

   Determine employee vs contractor status

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

   Yes

   No

   A classifier's background is also an important factor in determining whether they'll be a good fit for the position. For example, classifiers from different industries or fields will have radically different experiences and will bring different viewpoints to the role. You also need to consider the candidate's previous level of experience to make sure they'll be comfortable with the job's level of seniority.

   The following list breaks down different types of classifiers and their corresponding salaries.

   Type of Classifier	Description	Hourly rate
   Classifier	Librarians help people find information and conduct research for personal and professional use. Their job duties may change based on the type of library they work in, such as public, school, and medical libraries.	$10-25
   Youth Services Librarian	Youth services librarians are people who plan and conduct the library's programs and services for children. The librarians execute their tasks under the supervision of a library director... Show more	$16-34
   Technical Services Librarian	A technical services librarian is responsible for overseeing the technical and circulation services at a library. Typical duties for this role include supervising the technical and circulation staff, working closely with other library services, and directing the activities on library automation... Show more	$17-33

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Technical Knowledge
   • CPC
   • USPTO
   • Tariff Schedule
   • Classification Process
   • Patent Applications
   • OPM
   • SVM
   • Python
   • PDS
   • Computer System

   Responsibilities:

   • Achieve proficiency cataloging electronic materials (audio records, video recordings, and streaming video) and continuing resources/serials.
   • Review and prepare agency comments on draft classification standards issue by OPM.
   • Provide opportunities for students to use the library for class-relate research, individual investigation, independent reading, and personal inquiry.
   • Provide opportunities for students to use the library for class-relate research, individual investigation, independent reading, and personal inquiry.

3. Make a budget

   Including a salary range in your classifier job description is one of the best ways to attract top talent. A classifier can vary based on:

   • Location. For example, classifiers' average salary in arkansas is 53% less than in alaska.
   • Seniority. Entry-level classifiers 61% less than senior-level classifiers.
   • Certifications. A classifier with certifications usually earns a higher salary.
   • Company. Working for an established firm or a new start-up company can make a big difference in a classifier's salary.

   Average classifier salary

   $16.62hourly

   $34,561 yearly

   ---

   Entry-level classifier salary

   $21,000 yearly salary

   Updated December 15, 2025

4. Writing a classifier job description

   A classifier 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. To help get you started, here's an example of a classifier job description:

   Classifier job description example

   COVID\-19 continues to significantly impact our employees, families and communities\. With employee health and safety as our top priority, and as a federal contractor, Lockheed Martin is taking action to address the increased risk and uncertainty COVID\-19 variants pose in the workplace and ensuring we meet our commitments to national security\.
   
   To uphold safety for all employees, we will continue to request vaccination status for all Lockheed Martin employees including new hires\. All current and newly hired employees are required to follow onsite safety measures based upon the COVID\-19 Community Level at the specific work location\.
   
   **Description:** **A TS/SCI clearance with the ability to obtain a CI Polygraph is required for this position\.**
   The coolest jobs on this planet... or any other... are with Lockheed Martin Space\.
   
   The Classified Cybersecurity Sr\. will perform as an Information Systems Security Officer \(ISSO\) for Information Systems \(IS\) located at the LM Waterton Campus in Littleton, CO\.
   
   Responsibilities include:
   
   • Oversee day\-to\-day information system security operations including auditing the IS, hardware, and software implementations and RMF package authorizations\.
   
   • Carry out technical administration of IS in accordance with internal LM and customer security requirements, primarily Risk Management Framework \(RMF\)\.
   
   • Upkeep, monitor, analyze, and respond to network and security events\.
   
   • Document compliance actions with the ISSM to address non\-compliance in the allotted time frame\.
   
   • Ensure systems are operated, maintained, and disposed of in accordance with internal security policies and practices\.
   
   • Participate in internal/external security audits/inspections; performs risk assessments\.
   
   • Ensure records are maintained for workstations, software, servers, routers, firewalls, network switches, telephony equipment, etc\. throughout the information system's life cycle\.
   
   • Evaluate proposed changes or additions to the information system, and advise the ISSM of their security relevance\.
   
   • Ensure configuration management \(CM\) for security relevant IS software, hardware, and firmware is maintained and documented\.
   
   • Assist in conducting investigations of computer security violations and incidents, reporting as necessary\.
   
   • Ensure proper protection and / or corrective measures have been taken when an incident or vulnerability has been discovered\.
   
   • Communicate, implement and manage a formal Information Security / Information Systems Security Program together with ISSM and CPSO\.
   
   **Candidate will typically have a Bachelor's Degree and 5\+ years of experience\.**
   
   **Basic Qualifications:**
   
   • TS/SCI with the ability to obtain a CI polygraph
   
   •DoD 8570 IAT Level II certification or higher
   
   • Experience with IS auditing and investigations
   
   • Knowledgeable of operating system security requirements
   
   • Hands\-on experience with industry\-standard Information Assurance tools
   
   • Experience with developing, reviewing and maintaining RMF artifacts
   
   **Desired Skills:**
   
   • Experience implementing new and complex technologies at multiple classification levels within large environments and at an Enterprise level
   
   • Currently working in environment supporting IC customers
   
   • Proved ability to obtain and maintain system ATOs
   
   • Hands\-on experience with ICD 503/JSIG and DAAPAM
   
   • DoD 8570 IAM Level III certification
   
   • Bachelors degree from an accredited college in a related discipline, or equivalent experience/combined education, with 5 years of professional experience; or 3 years of professional experience with a related Masters degree
   
   **BASIC QUALIFICATIONS:**
   
   job\.Qualifications
   
   **Lockheed Martin is an Equal Opportunity/Affirmative Action Employer\. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, pregnancy, sexual orientation, gender identity, national origin, age, protected veteran status, or disability status\.**
   
   Join us at Lockheed Martin, where your mission is ours\. Our customers tackle the hardest missions\. Those that demand extraordinary amounts of courage, resilience and precision\. They're dangerous\. Critical\. Sometimes they even provide an opportunity to change the world and save lives\. Those are the missions we care about\.
   
   As a leading technology innovation company, Lockheed Martin's vast team works with partners around the world to bring proven performance to our customers' toughest challenges\. Lockheed Martin has employees based in many states throughout the U\.S\., and Internationally, with business locations in many nations and territories\.
   
   **EXPERIENCE LEVEL:**
   
   Experienced Professional

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5. Post your job

   To find classifiers for your business, try out a few different recruiting strategies:

   • Consider internal talent. One of the most important talent pools for any company is its current employees.
   • Ask for referrals. Reach out to friends, family members, and your current work to ask if they know any classifiers they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit entry-level classifiers with the right educational background.
   • Social media platforms. LinkedIn, Facebook, and Twitter have more than 3.5 billion users, and they're a great place for company branding and reaching potential job candidates.

   Post your job online:

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

6. Interview candidates

   Your first interview with classifier candidates should focus on their interest in the role and background experience. As the hiring process goes on, you can learn more about how they'd fit into the company culture in later rounds of interviews.

   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 classifier

   Once you have selected a candidate for the classifier position, it is time to create an offer letter. In addition to salary, the offer letter should include details about benefits and perks that are available to the employee. Ensuring your offer is competitive is vital, as qualified candidates may be considering other job opportunities. The candidate may wish to negotiate the terms of the offer, and it is important to be open to discussion and reach a mutually beneficial agreement. After the offer has been accepted, it is a good idea to formalize the agreement with a contract.

   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.

   To prepare for the new classifier first day, you should share an onboarding schedule with them that covers their first period on the job. You should also quickly complete any necessary paperwork, such as employee action forms and onboarding documents like I-9, benefits enrollment, and federal and state tax forms. Finally, Human Resources must ensure a new employee file is created for internal record keeping.

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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