How to hire a desk monitor

How to hire a desk monitor, step by step

Here's a step-by-step desk monitor hiring guide:

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

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1. Identify your hiring needs

   The desk monitor 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

   A desk monitor's background is also an important factor in determining whether they'll be a good fit for the position. For example, desk monitors 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 desk monitors and their corresponding salaries.

   Type of Desk Monitor	Description	Hourly rate
   Desk Monitor	Information clerks perform routine clerical duties such as maintaining records, collecting data, and providing information to customers.	$9-16
   Cart Attendant	A cart attendant is responsible for assisting customers with carrying their items to their vehicles. Cart attendants ensure the cleanliness and orderliness of the premises, assisting with cleaning duties to avoid hazards or any accidents in the area... Show more	$11-17
   Pool Attendant	Pool attendants are tasked to observe, patrol, and enforce safety regulations as they assist pool swimmers when in danger. They are excellent in providing customer service that is consistent with the standard operating procedures and brand attributes in the hotels... Show more	$9-16

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Crisis Intervention
   • Emergency Situations
   • Telephone Calls
   • CPR
   • Facility Policies
   • Emergency Alarm Systems
   • IDS
   • Incident Reports
   • Identification Card
   • Intake Assessments
   • Log Book
   • Facility Rules

   Responsibilities:

   • Obtain adult CPR, a, and first aid certifications.
   • Monitor activities in the fitness center (which require CPR certification )
   • Assist candidates in completing admission notices/monitore candidates in computer room/fingerprint candidates/Maintained cleanliness of computer room/organize examination forms
   • Maintain security of rehabilitation institutions.

3. Make a budget

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

   • Location. For example, desk monitors' average salary in oklahoma is 56% less than in new york.
   • Seniority. Entry-level desk monitors 44% less than senior-level desk monitors.
   • Certifications. A desk monitor 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 desk monitor's salary.

   Average desk monitor salary

   $12.60hourly

   $26,216 yearly

   ---

   Entry-level desk monitor salary

   $19,000 yearly salary

   Updated January 14, 2026

4. Writing a desk monitor job description

   A job description for a desk monitor 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 desk monitor job description:

   Desk monitor job description example

   The Night Monitor will understand and model the mission of NSO; will understand and practice NSO's policy on confidentiality in respect to all NSO information; will exhibit professional behavior in all facets of work at NSO; and will exhibit teamwork with all NSO staff.
   
   The Night Monitor maintains a continuous state of alertness and awareness to control and secure all NSO properties as needed; will ensure all Carolyn Willimas Center (CWC) residents abide by all rules and regulations. In addition, the Overnight Monitor is to ensure the CWC kitchen is maintained and secure.
   *
   ESSENTIAL FUNCTIONS: *
   
   * Physically patrol the internal and external areas of the facilities frequently to visually observe and listen to clients and monitor the state of the facilities. Examples of activities include smelling for marijuana; listening to conversations and ensuring doors and windows are properly secure.
   * Make initial contact with any visitors and verify their identity.
   * Must be comfortable with emergency situations including calling 911.
   * Maintain legible, accurate and concise records in night monitor log so staffs on all shifts are continuously informed of the status of clients and facilities.
   * Must be a liaison between residents and Client Advocates. Report when clients violate rules.
   * Communicate with client and staff in a professional manner to affirm and enhance self-esteem and dignity, and to maintain positive client/staff relations.
   * Be familiar with the goals of the program so clients' needs are met.
   * Conduct scheduled and/or impromptu cleanliness checks of facilities to maintain it in an orderly and clean fashion to meet health and environmental requirements. Must keep CWC premises safe, clean, drug-alcohol-tobacco free at all times.
   * Perform random nightly room checks to ensure all residents are complying with NSO program rules.
   * Complete nightly building checks of all Housing properties.
   * Act as point of contact for Housing clients during shift.
   * Effectively work and cooperate with supervisors, co-workers, and clients.
   * Must be able to follow directions of the supervisor.
   * Refrain from causing or contributing to disruption in the workplace.
   * Other duties as may be assigned by supervisors.
   
   *JOB REQUIREMENTS: *
   Minimum Requirement: High School diploma or equivalent required. Experience working with an underserved population, preferred. Three years general work experience,preferred. Clearance and pass of drug screen and background check.
   
   *
   SKILLS AND ABILITIES REQUIRED: *
   
   * Requires clear, oral, and written skills.
   * Must be able to lift, push, and pull at least 50 lbs
   * Must have minimum proficiency of Microsoft Office products, including Outlook, Word, and Internet Explorer
   * Must be able to demonstrate responsible professional behavior with the ability to work independently as well as part of a team that is comprised of volunteers, professional staff, and residents.
   * Requires patience when assisting population served.
   * Requires non-judgment work.
   * Requires knowledge of safety policies and procedures.
   
   *SCHEDULE: *
   
   * Thursday, Friday and Saturday, between the hours of 9pm-7am.
   
   *_The qualifications, physical demands, and work environment described herein are representative of those an employee will encounter and must meet to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. The requirements listed in this document are the minimum levels of knowledge, skills, and abilities._*
   
   *_
   An Equal Opportunity Employer_*
   *_NSO pledges its full support to equal employment opportunities (EEO) for all persons regardless of race, color, religion, sex, national origin, genetic information, age, disability, gender identity, sexual orientation, military/ veteran status, or any other characteristic protected by law._*
   
   *_
   This document does not create an employment contract, implied or otherwise, other than an “at will” relationship._*
   
   *
   If this position sounds like a great fit, we would love for you to apply.*
   
   *Important! If you do not receive an email from us after you have applied: *
   
   * First, emails may take up to 15 minutes to send, refresh and check again.
   * Second, check your spam and junk folders from NSOOKC.org, mark as “Not Spam” to ensure future emails are sent to your inbox.
   * Third, we will send communications to whatever email account you indicated on your application/resume.
   
   Job Type: Part-time
   
   Pay: $16.41 per hour

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5. Post your job

   There are various strategies that you can use to find the right desk monitor 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 desk monitor job on Zippia to find and recruit desk monitor 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 desk monitors, 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 desk monitor

   Once you have selected a candidate for the desk monitor 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 desk monitor 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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