How to hire a clinical audiologist

How to hire a clinical audiologist, step by step

Here's a step-by-step clinical audiologist hiring guide:

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

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1. Identify your hiring needs

   The clinical audiologist hiring process starts by determining what type of worker you actually need. Certain roles might require a full-time employee, whereas part-time workers or contractors can do others.

   Determine employee vs contractor status

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

   Yes

   No

   Hiring the perfect clinical audiologist also involves considering the ideal background you'd like them to have. Depending on what industry or field they have experience in, they'll bring different skills to the job. It's also important to consider what levels of seniority and education the job requires and what kind of salary such a candidate would likely demand.

   This list presents clinical audiologist salaries for various positions.

   Type of Clinical Audiologist	Description	Hourly rate
   Clinical Audiologist	Audiologists diagnose, manage, and treat a patient’s hearing, balance, or ear problems.	$12-76
   Audiologist	An audiologist is responsible for conducting hearing examinations with patients, diagnosing their hearing problems, and identifying treatment plans for immediate recovery. Audiologists operate advanced technologies and devices to determine the patients' hearing abilities and limitations... Show more	$12-58

2. Create an ideal candidate profile

   Common skills:

   • Patients
   • Rehabilitation
   • Hearing Loss
   • Test Results
   • Listening Devices
   • Nose
   • Audiological Evaluations
   • VNG
   • ENG
   • Audiometry
   • Audiological Services
   • Balance Disorders
   • Pure Tone
   • Auditory Brainstem

   Check all skills

   Responsibilities:

   • Verify that students' hearing aids and FM systems are functioning appropriately.
   • Provide post sales assistance in auditory rehabilitation to necessary individuals.
   • Deliver in-service programs for hearing impair teaching staff on equipment and amplification updates.
   • Counsele patients and family members with dealing with communication deficiencies and other audiological issues.
   • Administer hearing evaluations, tympanometry, and aural rehabilitation services in pediatric through geriatric populations.
   • Perform diagnostic audiology, infant hearing assessment and hearing aid services to hospitalize patients and outpatients.

3. Make a budget

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

   • Location. For example, clinical audiologists' average salary in alabama is 59% less than in alaska.
   • Seniority. Entry-level clinical audiologists earn 84% less than senior-level clinical audiologists.
   • Certifications. A clinical audiologist 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 clinical audiologist's salary.

   Average clinical audiologist salary

   $65,143yearly

   $31.32 hourly rate

   ---

   Entry-level clinical audiologist salary

   $26,000 yearly salary

   Updated January 22, 2026

4. Writing a clinical audiologist job description

   A good clinical audiologist job description should include a few things:

   • Summary of the role
   • List of responsibilities
   • Required skills and experience

   Including a salary range and the first name of the hiring manager is also appreciated by candidates. Here's an example of a clinical audiologist job description:

   Clinical audiologist job description example

   To assess, diagnose, and treat patients with hearing, balance and related disorders.
   
   Essential Responsibilities:
   
   + Evaluates patients audiologic function, interprets findings, and reviews test results with patient or responsible adult.
   
   + Documents patients case history, test results and recommendations for follow up in the medical record and reports results and recommendations to referring physician and/or PCP.
   
   + Counsels patients about treatment options for hearing loss and refers patients to ENT for consultation when appropriate.
   
   + Counsels patients about management of chronic tinnitus.
   
   + Educates patients about hearing conservation.
   
   + Evaluates patients vestibular function when referred for dizziness, vertigo, or imbalance.
   
   + Performs canalith repositioning maneuvers for patients with BPPV and counsels patients about vestibular rehabilitation exercises when appropriate.
   
   + Performs and interprets electro physiologic and special tests of the peripheral and central auditory system.
   
   + Evaluates infant hearing status with a comprehensive battery of tests.
   
   + Evaluates patients hearing aids when appropriate and enters external referrals for hearing aids for members with a hearing aid benefit.
   
   + Consults with physicians about management of hearing and vestibular disorders.
   
   + Performs other related duties as directed.
   
   Travel to South Baltimore Medical center and Lutherville Timonium
   
   Basic Qualifications:
   
   Experience
   
   + Experience in vestibular testing (VNG or ENG) - required.
   
   + Experience in Auditory Evoked Potential testing (all ages) - required.
   
   Education
   
   + Two (2) years of experience with Au.D OR ten (10) years of experience with masters degree required.
   
   License, Certification, Registration
   
   + This job requires credentials from multiple states. Credentials from the primary work state are required before hire. Additional Credentials from the secondary work state(s) are required post hire.
   
   + Audiologist License (Virginia) within 6 months of hire
   
   + Audiologist License (Maryland) within 6 months of hire
   
   + Audiologist License (District of Columbia) within 6 months of hire
   
   + PECOS Enrollment
   
   + Basic Life Support from American Heart Association
   
   + National Provider Identifier
   
   Additional Requirements:
   
   + N/A
   
   Preferred Qualifications:
   
   + Experience in behavioral pediatric assessment (infants and toddlers) - preferred.
   
   COMPANY: KAISER
   
   TITLE: Audiologist, Clinical-BLT Short Hour
   
   LOCATION: Lutherville-Timonium, Maryland
   
   REQNUMBER: 1100893
   
   External hires must pass a background check/drug screen. Qualified applicants with arrest and/or conviction records will be considered for employment in a manner consistent with Federal, state and local laws, including but not limited to the San Francisco Fair Chance Ordinance. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, sexual orientation, gender identity, protected veteran, or disability status.

   Copy this example

   

5. Post your job

   To find the right clinical audiologist for your business, consider trying out a few different recruiting strategies:

   • Consider internal talent. One of the most important sources of talent for any company is its existing workforce.
   • Ask for referrals. Reach out to friends, family members, and current employees and ask if they know or have worked with clinical audiologists they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit clinical audiologists who meet your education requirements.
   • Social media platforms. LinkedIn, Facebook and Twitter now have more than 3.5 billion users, and you can use social media to reach potential job candidates.

   Post your job online:

   • Post your clinical audiologist job on Zippia to find and recruit clinical audiologist candidates who meet your exact specifications.
   • Use field-specific websites such as healthcarejobsite, health jobs nationwide, hospitalcareers, medreps.com.
   • Post a job on free websites.

6. Interview candidates

   During your first interview to recruit clinical audiologists, 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 clinical audiologist

   Once you've found the clinical audiologist 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.

   It's equally important to follow up with applicants who don't get the job with an email letting them know that the position has been filled.

   To prepare for the new employee's start date, you can create an onboarding schedule and complete any necessary paperwork, such as employee action forms and onboarding documents like I-9 forms, benefits enrollment, and federal and state tax forms. Human Resources should also ensure that a new employee file is created.

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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