How to hire a developmental aide

How to hire a developmental aide, step by step

Here's a step-by-step developmental aide hiring guide:

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

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1. Identify your hiring needs

   Before you post your developmental aide 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 developmental aide 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

   You should also consider the ideal background you'd like them a developmental aide to have before you start to hire. For example, what industry or field would you like them to have experience in, what level of seniority or education does the job require, and how much it'll cost to hire a developmental aide that fits the bill.

   This list shows salaries for various types of developmental aides.

   Type of Developmental Aide	Description	Hourly rate
   Developmental Aide	Personal care aides help clients with self-care and everyday tasks. They also provide social supports and assistance that enable clients to participate in their communities.	$15-27
   Residence Counselor	Residence counselors are professionals who are responsible for providing services such as one-to-one therapy and crisis support to clients who are living in group homes or assisted-living facilities. These counselors must assist adults with moderate intellectual disabilities to find employment while monitoring their work performance... Show more	$13-20
   Direct Care Counselor	A direct care counselor provides direct counseling and assistance to the elderly or individuals with disabilities and mental issues. They usually work at rehabilitation centers or care facilities and work together with nurses or caregivers to administer different treatment plans, monitor and support the patients' progress, and help the patients carry out daily activities such as performing hygienic or routine living tasks... Show more	$10-23

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Developmental Disabilities
   • CPR
   • Meal Preparation
   • Group Homes
   • Mental Health
   • ADL
   • Vital Signs
   • Crisis Intervention
   • Administer Medications
   • NYS
   • Medical Appointments
   • Independent Living
   • Individual Treatment Plan
   • Physical Therapy

   Check all skills

   Responsibilities:

   • Perform medical documentation and emotionally/ intellectually stimulating ADL programmatic while delivering exemplary patient care.
   • Certify to administer medication, CPR, AMAP and SCIIP.
   • Support residential clients in completing tasks such as toileting, brushing teeth and general hygiene (ADL).
   • Certify to give clients medication, CPR first aid, a map and skip a form of restraint for violence clients.
   • Provide caring and companionship to elderly and developmentally disable consumers and provide primary resident care and assistance with daily living activities.
   • Facilitate exercise, vocational, arts-n-crafts, and daily living skills groups for consumers with DD.

3. Make a budget

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

   • Location. For example, developmental aides' average salary in florida is 42% less than in new jersey.
   • Seniority. Entry-level developmental aides 42% less than senior-level developmental aides.
   • Certifications. A developmental aide 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 developmental aide's salary.

   Average developmental aide salary

   $43,780yearly

   $21.05 hourly rate

   ---

   Entry-level developmental aide salary

   $33,000 yearly salary

   Updated December 26, 2025

4. Writing a developmental aide job description

   A job description for a developmental aide 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 developmental aide job description:

   Developmental aide job description example

   The compensation list below is in addition to the standard hourly wage of $15.00.

   A $1000 incentive after completing training and 60 days of continuous employment.

   Additional incentives - after 6 months of continuous employment a $500 incentive will be paid; and after 9 months of continuous employment a $500 bonus.

   Part-time incentives are also available.

   Shady Oaks, a program of LSSI, has full-time (FT) and part-time (PT) opportunities in the Homer Glen-Lockport area for individuals who have a passion for helping people. Our Certified Developmental Disabilities Aide (CDDA) position assists adult residents with developmental disabilities and provide care in all areas of activities of daily living (ADLs) in a residential home setting.

   If you have the commitment, skills and desire to brighten the lives of individuals in need, please apply! CNAs, Nursing students and DSPs are encouraged to apply!

   COVID-19 Vaccination Requirement: *This position complies with the Governor's Executive Order Mandate. This means, upon hire, any individual who is not fully vaccinated, regardless of the reason, must agree and adhere to undergo weekly COVID-19 testing and provide confirmation of a negative test result on a weekly basis until either (a.) documentation of full vaccination is provided; or (b.) unless a documented medical or religious exemption is requested and approved by LSSI. If not exempted from the vaccine requirement due to a medical or religious reason, proof is required upon hire of their FDA-approved COVID-19 vaccination record; or at minimum, provide proof of the first dose of a two-dose COVID-19 vaccine series; and while continuing to submit to routine COVID-19 testing, they must have the second dose of a two-dose COVID-19 vaccine series within 30 days after receiving their first dose. All doses must be immediately followed up with valid documented proof of vaccination*

   Benefits and Perks:
   LSSI is growing! Come be a part of this rewarding environment, and enjoy the knowledge that you're helping make a positive difference in the lives of others , as well as these career advantages:

   • On Demand Flexible Paydays for earned wages through an app called Dayforce Wallet.
   • Incentive pay for continuous employment during the first 9 months.
   • Hourly rate is $15.00.
   • Up to 26 days of paid time off per calendar year.
   • 11 paid holidays.
   • Every other weekend off.
   • Low client to staff ratio.
   • Sick time.
   • 403(b) plan.
   • Employee Assistance Program.
   • Comprehensive benefits package, including healthcare insurance.
   • Opportunity for advancement.
   • Paid training that you need to learn, grow, and succeed!

   Essential Functions:

   • Assist clients with activities of daily living.
   • Drive and escort residents as required into the community.
   • Safely complete client transfers.
   • Assist with various housekeeping tasks.
   • Assist clients with individual rehab goals.

   Position Qualifications:

   • High school diploma or GED.
   • Valid Illinois driver's license and proof of automobile liability insurance preferred.
   • Ability to meet extensive physical requirements of the position.
   • Completion of in-house certification.

   We are an equal opportunity employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability status, sexual orientation, protected veteran status, pregnancy, any other characteristic protected by law.

   
   
   #ZR
   

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5. Post your job

   There are a few common ways to find developmental aides for your business:

   • Promoting internally or recruiting from your existing workforce.
   • Ask for referrals from friends, family members, and current employees.
   • Attend job fairs at local colleges to meet candidates with the right educational background.
   • Use social media platforms like LinkedIn, Facebook, and Twitter to recruit passive job-seekers.

   Post your job online:

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

6. Interview candidates

   Your first interview with developmental aide 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.

   You should also ask about candidates' unique skills and talents to see if they match the ideal candidate profile you developed earlier. Candidates good enough for the next step can complete 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 developmental aide

   Once you have selected a candidate for the developmental aide 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 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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