How to hire an equal employment opportunity officer

How to hire an equal employment opportunity officer, step by step

Here's a step-by-step equal employment opportunity officer hiring guide:

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

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1. Identify your hiring needs

   Before you post your equal employment opportunity officer 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 an equal employment opportunity officer 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

   An equal employment opportunity officer's background is also an important factor in determining whether they'll be a good fit for the position. For example, equal employment opportunity officers 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.

   Here's a comparison of equal employment opportunity officer salaries for various roles:

   Type of Equal Employment Opportunity Officer	Description	Hourly rate
   Equal Employment Opportunity Officer		$13-50
   Human Rights Investigator	Essentially a fighter for humanity, a human rights investigator carries out investigations into human rights matters. They collect, analyze, and document information relating to human rights matters, and they propose methods for investigations... Show more	$15-35

2. Create an ideal candidate profile

   Common skills:

   • Mediation
   • Training Programs
   • Statistical Reports
   • Sexual Harassment
   • Position Statements
   • Disabilities ACT
   • Discrimination Complaints
   • Eeo/Aa
   • Civil Rights
   • Action Plan
   • Internal Investigations
   • Title IX
   • Title VII
   • Mediate

   Check all skills

   Responsibilities:

   • Manage the ethics reporting website and conduct investigations as appropriate.
   • Advise aggrieved persons of right to participate in formal mediation where practicable.
   • Encourage mediation and equitable resolutions.
   • Maintain policy and legal compliance in conducting EEO investigations.
   • Maintain communication with training representatives and inform directors of the EO program status as it pertain to their organization.
   • Help the EOA as required.

3. Make a budget

   Including a salary range in your equal employment opportunity officer job description is one of the best ways to attract top talent. An equal employment opportunity officer can vary based on:

   • Location. For example, equal employment opportunity officers' average salary in wyoming is 62% less than in district of columbia.
   • Seniority. Entry-level equal employment opportunity officers 72% less than senior-level equal employment opportunity officers.
   • Certifications. An equal employment opportunity officer 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 equal employment opportunity officer's salary.

   Average equal employment opportunity officer salary

   $55,178yearly

   $26.53 hourly rate

   ---

   Entry-level equal employment opportunity officer salary

   $29,000 yearly salary

   Updated December 18, 2025

4. Writing an equal employment opportunity officer job description

   An equal employment opportunity officer job description should include a summary of the role, required skills, and a list of responsibilities. It's also good to include a salary range and the first name of the hiring manager. Below, you can find an example of an equal employment opportunity officer job description:

   Equal employment opportunity officer job description example

   At Scripps Health, you will experience the pride, support, respect that has been repeatedly recognized as one of the nation's Top 100 Places to Work.
   
   You'll be surrounded by people committed to making a difference in the lives of their patients and their teammates. So if you're open to change, go ahead and unlock your potential.
   
   Our Rancho San Diego Clinic has multiple openings in various specialites. The ideal candidate is someone who thrives in a team-oriented environment and is committed to delivering exceptional patient care. You will support the team with both front and back-office duties. Each department will vary in exact job duties but may include rooming patients, checking vitals, scheduling, answering patient phone calls, supporting minor office procedures, and administering immunizations, injections, and breathing treatments. You may be floated to other departments within the clinic depending upon department needs.
   
   The MA maintains a clean, organized, and safe environment, and organizes and performs patient care services that support the physician's practice. This includes assisting in preparing patients for examination/procedures, assisting physicians with procedures, relaying instructions from the physician to the patient or authorized person, collecting patient data in person and by phone and documenting patient concerns, messages and care provided in the electronic medical record for the physician's review, administering medications specifically directed by the physician, performing vital sign documentation, scheduling of appointments and procedures, complete and accurate message taking, routing messages to the appropriate area for direction, order and referral entry, acquisition of pre-certifications and setting up of cases in EPIC plus basic registration and updating of demographics.
   We are currently recruiting for the following specialties:
   
   * Family Practice
   
   Most positions are Monday-Friday from 8am-5pm, however, depending upon department needs, shift start times may vary. Depending upon specialty, which will be discussed at the time of the interview, some positions may require your flexibility to work a Saturday rotation from 8am-12pm.
   
   Required Qualifications:
   
   * Completion of a formal Medical Assistant Program or a minimum of two years of experience as a Military Corpsman or Medical Assistant Certification
   * BLS certification for the Healthcare Provider by the American Heart Association (AHA)
   
   Preferred Qualifications:
   
   * One year of previous MA experience in the given department
   * Experience assisting with procedures

   Copy this example

   

5. Post your job

   There are various strategies that you can use to find the right equal employment opportunity officer 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 equal employment opportunity officer job on Zippia to find and recruit equal employment opportunity officer candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   Recruiting equal employment opportunity officers 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. You can move on to the technical interview if a candidate is good enough for the next step.

   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 equal employment opportunity officer

   Once you have selected a candidate for the equal employment opportunity officer 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 also good etiquette to follow up with applicants who don't get the job by sending them an email letting them know that the position has been filled.

   Once that's done, you can draft an onboarding schedule for the new equal employment opportunity officer. Human Resources should complete Employee Action Forms and ensure that onboarding paperwork is completed, including I-9s, benefits enrollment, federal and state tax forms, etc. They should also ensure that new employee files are created for internal recordkeeping.

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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