How to hire a corresponding secretary

How to hire a corresponding secretary, step by step

Here's a step-by-step corresponding secretary hiring guide:

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

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1. Identify your hiring needs

   First, determine the employments status of the corresponding secretary you need to hire. Certain corresponding secretary roles might require a full-time employee, whereas others can be done by part-time workers or contractors.

   Determine employee vs contractor status

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

   Yes

   No

   A corresponding secretary's background is also an important factor in determining whether they'll be a good fit for the position. For example, corresponding secretaries 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.

   This list shows salaries for various types of corresponding secretaries.

   Type of Corresponding Secretary	Description	Hourly rate
   Corresponding Secretary	Secretaries and administrative assistants perform clerical and administrative duties. They organize files, prepare documents, schedule appointments, and support other staff.	$10-32
   Administrative Support	Administrative support specialists provide different types of governmental assistance. They carry out varied clerical duties in almost all industries... Show more	$12-25
   Administrative Internship	Administrative interns are entry-level professionals providing administrative support in organizations. The interns are responsible for the improvement of their knowledge of administrative works... Show more	$14-24

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Executive Board
   • PHI
   • Meeting Minutes
   • Subpoenas
   • External Communications
   • Facebook
   • Word Processing
   • PowerPoint
   • Hippa
   • Press Releases
   • Event Planning
   • HIPAA
   • Travel Arrangements
   • Community Events

   Check all skills

   Responsibilities:

   • Manage release of patient records to healthcare providers and attorneys, following HIPPA and JCAHO guidelines and regulations.
   • Manage financial bookkeeping efficiently for the company using QuickBooks.
   • Examine requests for HIPPA compliance and valid patient authorization.
   • Execute that appropricate release of information (written, verbal, electronic) in accordance with HIPAA regulations.
   • Compose, type and finalize agenda by summarizing information; compile packet documents; edit and proofread agenda; disseminate information.
   • Distribute laboratory, radiology, and diagnostic test results for ready availability for nurses and physicians.

3. Make a budget

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

   • Location. For example, corresponding secretaries' average salary in south dakota is 45% less than in california.
   • Seniority. Entry-level corresponding secretaries earn 67% less than senior-level corresponding secretaries.
   • Certifications. A corresponding secretary 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 corresponding secretary's salary.

   Average corresponding secretary salary

   $39,432yearly

   $18.96 hourly rate

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   Entry-level corresponding secretary salary

   $22,000 yearly salary

   Updated December 19, 2025

4. Writing a corresponding secretary job description

   A corresponding secretary 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 corresponding secretary job description:

   Corresponding secretary job description example

   Shady Grove Medical Center
   
   If you are a current Adventist HealthCare employee, please click this link to apply through your Workday account.
   
   Adventist HealthCare seeks to hire an HIM Correspondence Secretary who will embrace our mission to extend God's care through the ministry of physical, mental and spiritual healing.
   
   As an HIM Correspondence Secretary, you will:
   
   •Handle all requests and inquiries for patient health information via phone, mail, fax, or in-person.
   
   •Verify patient identity and confirming authorization is valid.
   
   •Access electronic medical records or other computer systems.
   
   •Patient information to answer request for information.
   
   Qualified candidates will possess:
   
   • High School diploma or GED required; Associate's or Bachelor's Degree in Health Information Management (HIM) preferred.
   
   • 1 year experience in healthcare field
   
   • Registered Health Information Technician (RHIT) certification preferred
   
   • Knowledge of Microsoft Office (Word and Excel), computer keyboard, data entry, and business machinery
   
   • Knowledge of Medical Terminology normally acquired in a classroom setting or obtained through on the job training
   
   • Ability to operate or learn to operate multiple computer systems and software to include transcription, Document Management System (DMS) and Master Patient Index (MPI)
   
   At Adventist HealthCare our job is to care for you. We do this by offering:
   
   • Work life balance through non rotating shifts
   
   • Recognition and rewards for professional expertise
   
   • Free Employee parking
   
   • Competitive comprehensive benefit plans offered (including health, disability, PTO and 403B retirement plan with matching and 3 year vesting)
   
   • 100% Coverage for inpatient care - at Adventist HealthCare facilities
   
   • 100% Coverage for urgent care nationwide - after copay
   
   As a faith-based organization, with over a century of caring for the communities in the Maryland area, Adventist HealthCare has earned a reputation for high-quality, compassionate care. Adventist HealthCare was the first and is the largest healthcare provider in Montgomery County.
   
   If you want to make a difference in someone's life every day, consider a position with a team of professionals who are doing just that, making a difference.
   
   Join the Adventist Healthcare team today! Apply now to be considered.
   
   Work Schedule:
   Monday-Friday: 8:30am - 5pm
   
   COVID-19 Vaccination
   Adventist HealthCare requires all applicants to be fully vaccinated for COVID-19 before commencing employment. Applicants may be required to furnish proof of vaccination and, if offered, may elect to be vaccinated at an designated Adventist HealthCare location.
   
   Tobacco and Drug Statement
   Tobacco use is a well-recognized preventable cause of death in the United States and an important public health issue. In order to promote and maintain a healthy work environment, Adventist HealthCare will not hire applicants for employment who either state that they are nicotine users or who test positive for nicotine and drug use.
   
   While some jurisdictions, including Maryland, permit the use of marijuana for medical purposes, marijuana continues to be classified as an illegal drug under the federal Controlled Substances Act. As a result, medical marijuana use will not be accepted as a valid explanation for a positive drug test result.
   
   Adventist HealthCare will withdraw offers of employment to applicants who test positive for Cotinine (nicotine) and marijuana. Those testing positive are given the opportunity to re-apply in 90 days, if they can truthfully attest that they have not used any nicotine products in the past ninety (90) days and successfully pass follow-up testing.
   
   Equal Employment Opportunity
   Adventist HealthCare is an Equal Opportunity/Affirmative Action Employer. We are committed to attracting, engaging, and developing the best people to cultivate our mission-centric culture. Our goal is to have a welcoming, equitable, and safe place to work and grow for all employees, no matter their background. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability, or protected veteran status.
   
   Adventist HealthCare will make reasonable accommodations for applicants with disabilities, in accordance with applicable law. Adventist HealthCare is a religious organization as defined under applicable law; however, it will endeavor to provide reasonable accommodations for applicants' religious beliefs.
   
   Applicants who wish to request accommodations for disabilities or religious belief should contact the Support Center HR Office.

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5. Post your job

   There are various strategies that you can use to find the right corresponding secretary for your business:

   • Consider promoting from within or recruiting from your existing workforce.
   • Ask for referrals from friends, family members, and current employees.
   • Attend job fairs at local colleges to find candidates who meet your education requirements.
   • Use social media platforms like LinkedIn, Facebook, and Twitter to reach potential job candidates.

   Post your job online:

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

6. Interview candidates

   To successfully recruit corresponding secretaries, your first interview needs to engage with candidates to learn about their interest in the role and experience in the field. You can go into more detail about the company, the role, and the responsibilities during follow-up 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 corresponding secretary

   Once you've decided on a perfect corresponding secretary candidate, it's time to write an offer letter. In addition to salary, it should include benefits and perks available to the employee. Qualified candidates may be considered for other positions, so make sure your offer is competitive. Candidates may wish to negotiate. Once you've settled on the details, formalize your 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.

   To prepare for the new corresponding secretary 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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