How to hire an emergency services dispatcher

How to hire an emergency services dispatcher, step by step

Here's a step-by-step emergency services dispatcher hiring guide:

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

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1. Identify your hiring needs

   Before you start hiring an emergency services dispatcher, identify what type of worker you actually need. Certain positions might call for a full-time employee, while others can be done by a part-time worker or contractor.

   Determine employee vs contractor status

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

   Yes

   No

   An emergency services dispatcher's background is also an important factor in determining whether they'll be a good fit for the position. For example, emergency services dispatchers 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 emergency services dispatchers and their corresponding salaries.

   Type of Emergency Services Dispatcher	Description	Hourly rate
   Emergency Services Dispatcher	Police, fire, and ambulance dispatchers, also called public safety telecommunicators, answer emergency and nonemergency calls.	$13-25
   Call Taker	A call taker works at a call or dispatch center, where they are primarily in charge of answering calls, identifying the callers' needs, and coordinating services to assist them right away. Although their responsibilities depend on their company or industry of employment, it usually involves answering inquiries, processing requests, arranging appointments or reservations, and handling issues and concerns, resolving them promptly and efficiently... Show more	$13-24
   Telecommunicator	A telecommunicator receives calls and obtains information from people in need of assistance. Telecommunicators, also called 911 or public safety dispatchers, use a two-way radio in dispatching the right services to police officers, first responders, and firefighters... Show more	$13-25

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Computer Aided Dispatch
   • CAD
   • Patrol
   • EMS
   • Customer Service
   • Emergency Situations
   • Data Entry
   • NCIC
   • Service Calls
   • Dispatch System
   • Computer System
   • Radio Traffic
   • CPR
   • Background Checks

   Check all skills

   Responsibilities:

   • Achieve and maintain certification pursuant to FBI/NCIC and EMD regulations.
   • Coordinate with other medical facilities for patients requiring higher levels of care, collaborating closely with ER physicians and patient administration.
   • Require to be BLS and ACLS certify.
   • Maintain emergency medical dispatch, CPR, and a certifications.
   • Prioritize calls and radio dispatch patrol and other specialize units to calls.
   • Enter warrants, missing persons, and stolen items into NCIC database.

   More emergency services dispatcher duties

3. Make a budget

   Including a salary range in your emergency services dispatcher job description is one of the best ways to attract top talent. An emergency services dispatcher can vary based on:

   • Location. For example, emergency services dispatchers' average salary in arkansas is 60% less than in oregon.
   • Seniority. Entry-level emergency services dispatchers 44% less than senior-level emergency services dispatchers.
   • Certifications. An emergency services dispatcher 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 an emergency services dispatcher's salary.

   Average emergency services dispatcher salary

   $39,118yearly

   $18.81 hourly rate

   ---

   Entry-level emergency services dispatcher salary

   $29,000 yearly salary

   Updated December 20, 2025

   Average emergency services dispatcher salary by state

   Rank	State	Avg. salary	Hourly rate
   1	California	$58,689	$28
   2	Washington	$47,186	$23
   3	Colorado	$45,959	$22
   4	Connecticut	$45,096	$22
   5	Wisconsin	$44,318	$21
   6	New York	$41,990	$20
   7	Alaska	$41,486	$20
   8	Massachusetts	$40,078	$19
   9	Maryland	$38,292	$18
   10	Florida	$29,422	$14
   11	Texas	$27,968	$13
   12	Georgia	$27,498	$13

   Average emergency services dispatcher salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	Beth Israel Deaconess Medical Center	$44,823	$21.55
   2	City of Pueblo	$44,729	$21.50
   3	PSEG	$44,495	$21.39
   4	County of Kauaʻi	$42,162	$20.27
   5	Anne Arundel County Public Schools	$41,742	$20.07
   6	Baxter Regional Medical Center	$41,469	$19.94	4
   7	National Fuel Gas	$40,862	$19.65
   8	El Paso County	$40,290	$19.37	4
   9	Denver Public Schools	$39,865	$19.17	1
   10	Adams 12 Five Star Schools	$39,275	$18.88
   11	Clinical Management Consultants	$36,554	$17.57	1
   12	Community Care Ambulance	$36,540	$17.57
   13	Piedmont Healthcare	$36,102	$17.36	30
   14	Kelly Services	$34,427	$16.55	3
   15	NASCAR	$33,434	$16.07	8
   16	South Shore Health	$32,711	$15.73	13
   17	Faneuil	$26,888	$12.93
   18	Alaska State Library	$25,264	$12.15	5

4. Writing an emergency services dispatcher job description

   A good emergency services dispatcher job description should include a few things:

   • Summary of the role
   • List of responsibilities
   • Required skills and experience

   Including a salary range and the first name of the hiring manager is also appreciated by candidates. Here's an example of an emergency services dispatcher job description:

   Emergency services dispatcher job description example

   **$20,000 Sign-on Bonus and Relocation assistance for eligible external candidates who meet all conditions for payment - this is in addition to the fantastic benefits and compensation package offered by Providence that begin on your first day of employment.**
   
   Here, nurses are not simply valued-they're invaluable. Nurses thrive in our culture of connection where encouragement, mutual respect and understanding are the focus. We listen to your goals and aspirations and partner with you in achieving them, because we know that to inspire and retain the best nurses, we must support them. Learn why over 45K nurses choose to work at Providence by visiting our Nursing Institute page .
   **Required qualifications:**
   
   + For promotion to Staff Nurse IV, meets criteria determined by the Clinical Ladder Board. Must submit application and undergo interview for initial determination of status change.
   
   + Required upon hire: California Registered Nurse License
   
   + Required upon hire: National Provider BLS - American Heart Association
   
   + Provider ACLS - American Heart Association upon hire:
   
   + Provider PALS - American Heart Association upon hire:
   
   **Preferred qualifications:**
   
   + Bachelor's Degree in Nursing.
   
   + 3 years Acute care experience.
   
   Our best-in-class benefits are uniquely designed to support you and your family in staying well, growing professionally and achieving financial security. We take care of you, so you can focus on delivering our Mission of caring for everyone, especially the most vulnerable in our communities.
   
   **About Providence**
   
   At Providence, our strength lies in Our Promise of "Know me, care for me, ease my way." Working at our family of organizations means that regardless of your role, we'll walk alongside you in your career, supporting you so you can support others. We provide best-in-class benefits and we foster an inclusive workplace where diversity is valued, and everyone is essential, heard and respected. Together, our 120,000 caregivers (all employees) serve in over 50 hospitals, over 1,000 clinics and a full range of health and social services across Alaska, California, Montana, New Mexico, Oregon, Texas and Washington. As a comprehensive health care organization, we are serving more people, advancing best practices and continuing our more than 100-year tradition of serving the poor and vulnerable.
   
   **About the Team**
   
   The Sisters of Providence and Sisters of St. Joseph of Orange have deep roots in California, bringing health care and education to communities from the redwood forests to the beach shores of Orange county - and everywhere in between. In Northern California, Providence provides health care services to Eureka, Redwood, Petaluma, Napa and Santa Rosa.
   
   Our award-winning and comprehensive medical centers are known for outstanding programs in cancer, cardiology, neurosciences, orthopedics, women's services, emergency and trauma care, pediatrics and neonatal intensive care. Our not-for-profit network also provides a full spectrum of care with leading-edge diagnostics and treatment, outpatient health centers, physician groups and clinics, numerous outreach programs, and hospice and home care.
   
   We are committed to the principle that every workforce member has the right to work in surroundings that are free from all forms of unlawful discrimination and harassment.
   
   We are committed to cultural diversity and equal employment for all individuals. It is our policy to recruit, hire, promote, compensate, transfer, train, retain, terminate, and make all other employment-related decisions without regard to race, color, religious creed (including religious dress and grooming practices), national origin (including certain language use restrictions), ancestry, disability (mental and physical including HIV and AIDS), medical condition (including cancer and genetic characteristics), genetic information, marital status, age, sex (which includes pregnancy, childbirth, breastfeeding and related medical conditions), gender, gender identity, gender expression, sexual orientation, genetic information, and military and veteran status or any other applicable legally protected status. We will also provide reasonable accommodation to known physical or mental limitations of an otherwise qualified caregiver or applicant for employment, unless the accommodation would impose undue hardship on the operation of our business.
   
   We are a community where all people, regardless of differences, are welcome, secure, and valued. We value respect, appreciation, collaboration, diversity, and a shared commitment to serving our communities. We expect that all workforce members in our community will act in ways which reflect a commitment to and accountability for, racial and social justice and equality in the workplace. As such, we will maintain a workplace free of discrimination and harassment based on any applicable legally protected status. We also expect that all workforce members will maintain a positive workplace free from any unacceptable conduct which creates an intimidating, hostile, or offensive work environment.
   
   **Requsition ID:** 121769
   **Company:** Providence Jobs
   **Job Category:** Nursing-Patient Facing
   **Job Function:** Nursing
   **Job Schedule:** Full time
   **Job Shift:** Day
   **Career Track:** Nursing
   **Department:** 7820 EMERGENCY SVC
   **Address:** CA Santa Rosa 1165 Montgomery Dr
   
   Providence is proud to be an Equal Opportunity Employer. Providence does not discriminate on the basis of race, color, gender, disability, veteran, military status, religion, age, creed, national origin, sexual identity or expression, sexual orientation, marital status, genetic information, or any other basis prohibited by local, state, or federal law.

   Copy this example

   

5. Post your job

   There are a few common ways to find emergency services dispatchers 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 emergency services dispatcher job on Zippia to find and recruit emergency services dispatcher candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   To successfully recruit emergency services dispatchers, 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.

   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 emergency services dispatcher

   Once you've decided on a perfect emergency services dispatcher 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 also important to follow up with applicants who do not get the job with an email letting them know that the position is filled.

   To prepare for the new emergency services dispatcher 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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