How to hire an educational audiologist

How to hire an educational audiologist, step by step

Here's a step-by-step educational audiologist hiring guide:

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

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1. Identify your hiring needs

   The educational audiologist 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?

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   Hiring the perfect educational audiologist 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.

   This list shows salaries for various types of educational audiologists.

   Type of Educational Audiologist	Description	Hourly rate
   Educational Audiologist	Audiologists diagnose, manage, and treat a patient’s hearing, balance, or ear problems.	$12-58
   Audiologist	An audiologist is responsible for conducting hearing examinations with patients, diagnosing their hearing problems, and identifying treatment plans for immediate recovery. Audiologists operate advanced technologies and devices to determine the patients' hearing abilities and limitations... Show more	$12-58
   Clinical Audiologist	A Clinical Audiologist provides diagnostic and therapeutic services to patients who have hearing, balance, or related ear problems. They document the initial evaluation, treatment, and progress of patients.	$12-76

2. Create an ideal candidate profile

   Common skills:

   • Assistive
   • Hearing Aids
   • Audiological Services
   • Asha
   • Hearing Loss
   • IEP
   • Hearing Screenings
   • IFSP
   • Listening Devices
   • In-Service
   • Children Ages
   • Children Birth
   • Audiometry

   Responsibilities:

   • Organize, update and maintain medical information database; prepare written and communicate verbally relative to patients' histories.
   • Administer aural rehabilitation to geriatric-psychiatric patients.

3. Make a budget

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

   • Location. For example, educational audiologists' average salary in alabama is 59% less than in alaska.
   • Seniority. Entry-level educational audiologists earn 79% less than senior-level educational audiologists.
   • Certifications. An educational audiologist 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 an educational audiologist's salary.

   Average educational audiologist salary

   $55,857yearly

   $26.85 hourly rate

   ---

   Entry-level educational audiologist salary

   $25,000 yearly salary

   Updated January 21, 2026

4. Writing an educational audiologist job description

   A job description for an educational audiologist 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 an educational audiologist job description:

   Educational audiologist job description example

   + + Position Type:
   
   Professional/Technical/ Audiologist
   
   + Date Posted:
   
   9/22/2022
   
   + Location:
   
   Oakland Meadow
   
   Job Code: Audiologist - 060108 Standard Hours: 40 Department: Special Education - 101200 Empl Class: NA
   
   Minimum Salary: $51,646.00/Annually
   
   Maximum Salary: $104,500.00/Annually
   
   Scheduled Days: 190
   
   Target Openings: 1
   
   License and Certification Qualifications: S-5 certificate and Georgia licensure in audiology required.
   
   Education Qualifications: Master's degree in audiology required. Doctorate degree in audiology preferred.
   
   Experience Qualifications: One year related experience preferred.
   
   Skills Qualifications: Ability to evaluate and diagnose auditory problems in children of all ages and handicaps; knowledge of child development and communication processes; knowledge of hearing loss and its effects on speech, language, and academic performance; ability to perform complete diagnostic audiological evaluations of all ages, including preschoolers and multi-handicapped children; ability to evaluate and manage hearing aids and FM technology; ability to communicate effectively with children, parents, physicians, teachers, and other school personnel; effective counseling skills; and basic computer skills.
   
   Primary Responsibilities: Responsible for identifying, evaluating, and providing recommendations regarding auditory deficits for students in Gwinnett County Public Schools (GCPS).
   
   1. Perform clinical audiological evaluations.
   
   a. Conduct basic audiological evaluations on children of all ages including, but not limited to, speech reception/awareness threshold, pure tone air and bone conduction thresholds, and speech discrimination testing.
   
   b. Conduct impedance audiometry including, but not limited to, tympanogram, acoustic reflex measures, and eustachian tube functioning.
   
   c. Interpret and disseminate test results with appropriate recommendations and referrals.
   
   2. Conduct clinical hearing aid evaluations/checks.
   
   a. Evaluate amplification systems including, but not limited to, hearing aids, ear molds, FM technology, and assistive listening devices.
   
   b. Monitor amplification systems including, but not limited to, testing of amplification on the child, electroacoustic testing, and minor repairs as needed.
   
   3. Provide audiological school support.
   
   a. Assist with special education screening program.
   
   b. Provide audiometric rescreening and/or diagnostic hearing evaluations screening failures as needed.
   
   4. Provide educational support for students with identified hearing losses.
   
   a. Provide parents, teachers, and other school personnel with information on the effects of the students' hearing loss.
   
   b. Assist teachers in modifying classroom environments for hearing impaired students by providing instructional strategies, environmental modifications, and the use of assistive listening devices and/or FM technology.
   
   c. Attend SST, eligibility, re-evaluation, IEP, and Arena meetings for DHH and/or potential DHH students as needed.
   
   d. Provide in-service staff concerning amplification or FM technology.
   
   5. Perform clerical duties.
   
   a. Write audiological reports for students evaluated.
   
   b. Maintain records and/or reports of all contacts.
   
   c. Disseminate necessary information to parents, schools, and other referral sources.
   
   d. Prepare requisitions for new equipment and supplies for Audiology Office.
   
   e. Verify accuracy of service contracts.
   
   6. Perform other duties as assigned.
   
   Physical Demands:
   
   While performing the duties of this job, the employee is frequently required to sit for extended periods of time. Employee is also required to talk, hear, stand, and walk. The employee may be required to use hands to touch, handle, feel, and/or reach. Employee is occasionally required to stoop, kneel, or crouch. The employee must occasionally lift and/or move up to 25 pounds. Specific vision abilities required by this job include close vision, distance vision, color vision, depth perception, and ability to adjust focus. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

   Copy this example

   

5. Post your job

   To find educational audiologists for your business, try out a few different recruiting strategies:

   • Consider internal talent. One of the most important talent pools for any company is its current employees.
   • Ask for referrals. Reach out to friends, family members, and your current work to ask if they know any educational audiologists they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit entry-level educational audiologists with the right educational background.
   • Social media platforms. LinkedIn, Facebook, and Twitter have more than 3.5 billion users, and they're a great place for company branding and reaching potential job candidates.

   To find educational audiologist candidates, you can consider the following options:

   • Post your job opening on Zippia or other job search websites.
   • Use niche websites that focus on engineering and technology jobs, such as healthcarejobsite, health jobs nationwide, hospitalcareers, medreps.com.
   • Post your job on free job posting websites.

6. Interview candidates

   Recruiting educational audiologists requires you to bring your A-game to the interview process. The first interview should introduce the company and the role to the candidate as much as they present their background experience and reasons for applying for the job. During later interviews, you can go into more detail about the technical details of the job and ask behavioral questions to gauge how they'd fit into your current company culture.

   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 educational audiologist

   Once you have selected a candidate for the educational audiologist 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 educational audiologist. 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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