How to hire a director-loss prevention

How to hire a director-loss prevention, step by step

Here's a step-by-step director-loss prevention hiring guide:

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

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1. Identify your hiring needs

   First, determine the employments status of the director-loss prevention you need to hire. Certain director-loss prevention 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 director-loss prevention's background is also an important factor in determining whether they'll be a good fit for the position. For example, directors-loss prevention 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 directors-loss prevention and their corresponding salaries.

   Type of Director-Loss Prevention	Description	Hourly rate
   Director-Loss Prevention		$29-64
   Loss Control Consultant	A loss control consultant will usually work for an insurance company, a private agency, or as an independent consultant firm. They could also be referred to as an LLC... Show more	$28-53
   Security Director	A security director is responsible for maintaining the safety and security of the organization's assets, as well as the welfare of employees within the company's premises. Security directors enforce security protocols and policies and conducting training and programs to employees for safety and emergency drills... Show more	$35-85

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Infection Prevention
   • OSHA
   • Criminal Justice
   • CPR
   • Risk Management
   • Human Resources
   • Oversight
   • Safety Program
   • Training Programs
   • Patrol
   • Emergency Procedures
   • Local Law Enforcement
   • Law Enforcement Agencies
   • Internal Audit

   Check all skills

   Responsibilities:

   • Establish and manage budget for new CCTV installations for all new locations and well as retrofits for several locations yearly.
   • Manage a proprietary POS transaction exception reporting and auditing process.
   • Manage all internal, external, and fraud investigations and develop partnerships with law enforcement to coordinate criminal investigations or prosecutions.
   • Render first aid and CPR to customers that suffer medical issues.
   • Review incident reports and patrol and event logs and provide feedback.
   • Conduct basic first aid and CPR training to associates in need of those skills.

3. Make a budget

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

   • Location. For example, directors-loss prevention' average salary in kentucky is 40% less than in alaska.
   • Seniority. Entry-level directors-loss prevention 54% less than senior-level directors-loss prevention.
   • Certifications. A director-loss prevention 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 director-loss prevention's salary.

   Average director-loss prevention salary

   $90,825yearly

   $43.67 hourly rate

   ---

   Entry-level director-loss prevention salary

   $61,000 yearly salary

   Updated January 22, 2026

4. Writing a director-loss prevention job description

   A job description for a director-loss prevention 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 director-loss prevention job description:

   Director-loss prevention job description example

   401k (100% annual match – 3% to 9% of pay based on years of service)

   Identity Theft Protection discounts

   Auto, Home, and Life Insurance options

   Adoption Assistance

   Employee Stock Purchase Program (ESPP)*

   *If applicable, please refer to the CBA or the local HR office to confirm if this benefit applies to your position.

   Position Summary:

   The Director of Infection Prevention is responsible for the facility-wide activities of evaluating and managing infection risks to patients and personnel through extensive surveillance and an effective reporting system. The Director functions as the hospital-wide clinical expert in the prevention and control of infection and is responsible for the facility-wide planning and implementation of the Infection Prevention Program, in order to minimize the probability of transmission of infection, thus providing a safer hospital for our patients and personnel.

   Job duties include, but are not limited to:

   1. Responsible for the Infection Prevention Program for the organization.
   2. Demonstrates effective communication skills
   3. Develops, conducts annual reviews, and revisions to, policies and procedures governing control of infection and communicable diseases, as indicated.
   4. Conducts annual risk analysis based on geographic location, community, populations served, care, treatment and services provided, analysis of surveillance activities and other infection control data.
   5. Prioritizes goals and documents risks per the Infection Prevention Plan based on the annual risk analysis.
   6. Works collaboratively with IP Team and Department Leaders to develop, maintain, revise, and enforce infection prevention and control policies and procedures.
   7. Serves as liaison with regulatory, state, and county agencies as relates to communicable disease reporting.
   8. Responsible for organization-wide compliance with regulatory standards (CDC, TJC, OSHA, CMS, etc.).
   9. Acts as a subject matter expert for infection prevention and control for ICP Staff, nursing staff, students or other clinical or non-clinical colleagues.
   10. Oversees the submission of data to the National Healthcare Safety Network (NHSN) per State and CMS requirements to assure accuracy.
   11. Examines microbiology reports of positive isolates to recognize trends, identify hospital acquired infections, and performs / compiles appropriate statistical analysis.
   12. Oversees concurrent and retrospective chart audits as indicated to determine community onset versus hospital acquired conditions.

   Qualifications

   Bachelor’s Degree in nursing, medical technology, clinical laboratory science, Public Health, Microbiology, or Epidemiology required; Master’s degree in Nursing (MSN) or Master’s in Public Health (MPH) preferred

   Certification in Infection Prevention and Control (CIC) required

   3+ years Infection Control & Prevention experience in acute care; Experience in Critical Care and/or the OR preferred

   3+ years of leadership experience required

   Knowledge of epidemiology, infectious disease management, microbiology, public health principles, and statistical analysis of clinical data

   General Comments

   Additional Information:

   1. • FTEs : 1
   2. • Must have at least 5+ years of --- manager or Dir level experience
   3. • Must have Bachelors – can be RN or Masters Public Health
   4. • Reports to Dr. Trey Blake, CMO
   5. • How long has this role been open? 4 mos – position was on hold for about a month.
   6. • Are there any internals being considered at this time? No

   Salary Range $95K min K - $118K max K Based on years of experience

   **Up To 15% bonus annual bonus, based on performance KPI’s

   Sign On Bonus: Case by Case Basis

   Relocation Assistance: Yes, Relo is offered, based on distance.

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5. Post your job

   There are various strategies that you can use to find the right director-loss prevention 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 director-loss prevention job on Zippia to find and recruit director-loss prevention 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 directors-loss prevention, 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 director-loss prevention

   Once you have selected a candidate for the director-loss prevention 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.

   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 director-loss prevention. 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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