How to hire a computer laboratory instructor

How to hire a computer laboratory instructor, step by step

Here's a step-by-step computer laboratory instructor hiring guide:

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

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1. Identify your hiring needs

   Before you post your computer laboratory instructor 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 computer laboratory instructor 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

   Hiring the perfect computer laboratory instructor 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.

   The following list breaks down different types of computer laboratory instructors and their corresponding salaries.

   Type of Computer Laboratory Instructor	Description	Hourly rate
   Computer Laboratory Instructor	Postsecondary teachers instruct students in a wide variety of academic and career and technical subjects beyond the high school level. They also conduct research and publish scholarly papers and books.	$17-29
   Instructor	Instructors are responsible for imparting knowledge to students. They are well-versed in different topics related to their area of teaching... Show more	$14-45
   Computer Science Instructor	The primary job of a computer science instructor is to teach students about computer science, including computer processes and information storage. Computer science instructors teach basic mathematics and science behind computer operation and the software and hardware... Show more	$23-62

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Computer Software
   • Mathematics
   • PowerPoint
   • Syllabus
   • Instructional Materials
   • PC
   • Technical Assistance
   • Computer Programs
   • Windows XP
   • Office Suite
   • GED
   • Troubleshoot
   • Mac
   • Software Applications

   Check all skills

   Responsibilities:

   • Provide students with the information necessary to achieve basic Linux administration and configuration skills.
   • Create solutions for document management systems using standard JavaScript code tightly integrate with SharePoint.
   • Prepare materials for experiments perform in introductory CBS biology classes including PCR amplification, fluorescent microscopy, and spectrometry

3. Make a budget

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

   • Location. For example, computer laboratory instructors' average salary in arizona is 53% less than in california.
   • Seniority. Entry-level computer laboratory instructors 41% less than senior-level computer laboratory instructors.
   • Certifications. A computer laboratory instructor 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 computer laboratory instructor's salary.

   Average computer laboratory instructor salary

   $47,542yearly

   $22.86 hourly rate

   ---

   Entry-level computer laboratory instructor salary

   $36,000 yearly salary

   Updated December 18, 2025

4. Writing a computer laboratory instructor job description

   A job description for a computer laboratory instructor role includes a summary of the job's main responsibilities, required skills, and preferred background experience. Including a salary range can also go a long way in attracting more candidates to apply, and showing the first name of the hiring manager can also make applicants more comfortable. As an example, here's a computer laboratory instructor job description:

   Computer laboratory instructor job description example

   Salary Schedule
   
   Under general supervision, the purpose of the position is to provide staff support in an educational environment, performing paraprofessional work in assisting teachers and students. Employees in this classification are responsible for managing an integrated learning system that includes proper set-up, operation, scheduling, maintenance, and usage of a school site multi-station instructional computer lab. Position provides support in other functional program areas as requested or assigned. Incumbents work with children individually or in small groups by providing basic instruction in computers or other education-related activities. Position is responsible for leading and supervising a variety of developmentally appropriate activities, as directed by assigned teacher(s). Essential functions as outlined herein are performed according the needs of the assigned teacher(s). Performs related work as directed.
   
   EXAMPLES OF ESSENTIAL FUNCTIONS
   
   Responds to internal and external customers in a timely, accurate, courteous and empathetic manner representing OCPS in a positive light.
   
   Introduces school age students to various computer experiences for the purpose of increasing knowledge, skills and abilities in operation and use of computer hardware and software.
   
   Manages integrated learning system activities, to include proper set-up, operation, scheduling, maintenance, and usage of a school site multi-station instructional computer lab.
   
   Activates computer systems and conducts equipment checks for the purpose of ensuring proper operation of all work stations.
   
   Prepares semi-annual newsletters informing administration and parents of software applications district students are currently using.
   
   Monitors activities and behavior of children during computer laboratories to ensure the physical and environmental safe keeping of students, as well as adherence to appropriate conduct and disciplinary controls.
   
   Maintains laboratory hardware, software, and text materials and ensures proper security; coordinates schedules of students in conjunction with teachers whose classes are using the system.
   
   Provides explanation, example and instruction to students regarding assigned computer activities; reinforces skills according to individual student needs.
   
   Assists teachers in checking and objectively evaluating students' work; teaches students individually and in small groups reinforcing skills based upon instructional guidelines.
   
   Assists in managing student behavior and maintaining order; reinforces rules of the school and classroom.
   
   Identifies and resolves the causes of minor system failures or malfunctions, coordinates efforts to restore the system, and/or obtains the services of technical and support staff to service equipment.
   
   Reports problems with hardware and software to the appropriate vendor or district computer repair personnel and coordinates system repair service.
   
   Monitors students' progressive learning skills; makes teacher aware of student progress; documents records of learning activities accordingly.
   
   Prepares or assists in the preparation of instructional materials and various printed media, i.e., program schedules, banners, announcements, invitations, special activities.
   
   May be assigned monitoring duties, i.e., hallways, lunchroom, restrooms, and bus duty; ensures appropriate student conduct during these periods; escorts students to designated activity areas, i.e., music room, computer room, art classes, assemblies, etc.
   
   May be assigned to various labs providing assistance to teachers and instruction/information to students; may translate lesson plan and other information to students for better understanding and comprehension.
   
   Responsible for keeping up to date on current technology, as job appropriate, being used by OCPS. With the support of the district, attends training to ensure skill level in various technologies is at the level required to perform in current position.
   
   Responsible for timely and accurate information they maintain as part of their job responsibilities.
   
   The list of essential functions, as outlined herein, is intended to be representative of the tasks performed within this classification. It is not necessarily descriptive of any one position in the class. The omission of an essential function does not preclude management from assigning duties not listed herein if such functions are a logical assignment to the position.
   
   MARGINAL FUNCTIONS
   
   While the following tasks are necessary for the work of the unit, they are not an essential part of the purpose of this position and may also be performed by other unit members.
   
   Performs related duties as directed.
   
   MINIMUM TRAINING AND EXPERIENCE
   
   Associate's degree or higher; or at least sixty (60) semester hours from an accredited institution of higher education (official transcripts required to validate education)*; minimum one (1) year previous vocational training or experience with personal computers and various basic software applications; previous vocational training or work experience with school age children preferred.
   
   All applicants for this position must be highly qualified prior to the start of their employment with Orange County Public Schools. The district will no longer permit non-certified ed paraprofessional, certified, job applicants to obtain highly-qualified status by attending the Educational Paraprofessional Academy. Passing a third-party provided paraprofessional certification exam (e.g., ParaPro Assessment) can substitute for the educational requirement. For information about the ParaPro Assessment visit www.ets.org/parapro.
   
   PERFORMANCE APTITUDES
   
   Data Utilization: Requires the ability to review, classify, categorize, prioritize, and/or analyze data and/or information. Includes exercising discretion in determining data classification, and in referencing such analysis to established standards for the purpose of recognizing actual or probable interactive effects and relationships.
   
   Human Interaction: Requires the ability to provide guidance, assistance, and/or interpretation to others on how to apply procedures and standards to specific situations.
   
   Equipment, Machinery, Tools, and Materials Utilization: Requires the ability to operate, maneuver and/or control the actions of computer equipment and related peripherals.
   
   Verbal Aptitude: Requires the ability to utilize a wide variety of reference, descriptive, and advisory data and information.
   
   Mathematical Aptitude: Depending on school grade classroom of assignment, may require the ability to perform addition, subtraction, multiplication, and division; may require ability to calculate decimals and percentages; may require ability to utilize principles of fractions and/or interpret graphs.
   
   Functional Reasoning: Requires ability to carry out detailed but uninvolved written or oral instructions. Involves routine work according to clearly prescribed standard practices, with some latitude for independent judgment.
   
   Situational Reasoning: Requires the ability to exercise the judgment, decisiveness and creativity in situations involving a variety of generally pre-defined duties which are often characterized by frequent change.
   
   ADA COMPLIANCE
   
   Physical Ability: Tasks involve the ability to exert very moderate physical effort in light work, typically involving some combination of stooping, kneeling, crouching and crawling, and which may involve some lifting, carrying, pushing and/or pulling of objects and materials of moderate weight (12-20 pounds).
   
   Sensory Requirements: Most tasks require visual perception and discrimination. Some tasks require oral communications ability. Some tasks require the ability to perceive and discriminate sounds.
   
   Environmental Factors: Tasks are regularly performed without exposure to adverse environmental conditions, such as dirt, dust, pollen, odors, wetness, humidity, rain, fumes, temperature and noise extremes, machinery, vibrations, electric currents, traffic hazards, animals/wildlife, toxic/poisonous agents, violence, disease, or pathogenic substances.
   
   The Orange County School District will provide reasonable accommodations to qualified individuals with disabilities to allow them to perform the essential functions of the job when such individuals request an accommodation.
   
   Posting Title: ED PARA,COMPUTER LAB,C
   
   
   Name: LAKEVIEW MIDDLE
   
   Street: 1200 W BAY ST
   
   Post End Date: 10/18/2022 11:59 PM
   
   Work Hours and Days: 188 days, 7 hours per day
   
   External Company URL: www.ocps.k12.fl.us

   Copy this example

   

5. Post your job

   To find the right computer laboratory instructor 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 computer laboratory instructors they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit computer laboratory instructors 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 computer laboratory instructor job on Zippia to find and attract quality computer laboratory instructor candidates.
   • Use niche websites such as k12jobspot, learn4good, serious teachers, teachingjobs.com.
   • Post a job on free websites.

6. Interview candidates

   During your first interview to recruit computer laboratory instructors, 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.

   Remember to include a few questions that allow candidates to expand on their strengths in their own words. Asking about their unique skills might reveal things you'd miss otherwise. At this point, good candidates 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 computer laboratory instructor

   Once you've selected the best computer laboratory instructor candidate for the job, it's time to write an offer letter. In addition to salary, this letter should include details about the benefits and perks you offer the candidate. Ensuring that your offer is competitive is essential, as qualified candidates may be considering other job opportunities. The candidate may wish to negotiate the terms of the offer, and you should be open to discussion. After you reach an agreement, the final step is formalizing the agreement with a contract.

   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.

   After that, you can create an onboarding schedule for a new computer laboratory instructor. Human Resources and the hiring manager should complete Employee Action Forms. Human Resources should also ensure that onboarding paperwork is completed, including I-9s, benefits enrollment, federal and state tax forms, etc., and that new employee files are 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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