How to hire a first-aid attendant

How to hire a first-aid attendant, step by step

Here's a step-by-step first-aid attendant hiring guide:

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

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1. Identify your hiring needs

   Before you start hiring a first-aid attendant, 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

   A first-aid attendant's background is also an important factor in determining whether they'll be a good fit for the position. For example, first-aid attendants 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 first-aid attendant salaries for various roles:

   Type of First-Aid Attendant	Description	Hourly rate
   First-Aid Attendant	Nursing assistants, sometimes called nursing aides, help provide basic care for patients in hospitals and residents of long-term care facilities, such as nursing homes. Orderlies transport patients and clean treatment areas... Show more	$10-16
   PRN	A PRN or a "pro re nata" employee is responsible for covering a shift or a specific situation, especially during short-staffing or the need to complete a particular task. The PRNs often work for a medical industry without a regular or full-time commitment, having the freedom to manage their time and take multiple assignments from different organizations... Show more	$8-42
   Patients Transporter	A patients transporter is responsible for transporting patients from one place to assigned healthcare facilities to receive medical care and treatment. Patients transporters assist with moving the patients, such as on wheelchairs and beds, depending on their conditions... Show more	$11-17

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Customer Service
   • Fire Safety
   • BLS
   • Emergency Situations
   • Front Desk
   • Certifications
   • Child Abuse
   • Medication Administration
   • Vital Signs
   • HIPAA
   • Meal Preparation
   • Hippa
   • EMS
   • Responder

   Check all skills

   Responsibilities:

   • Operate POS cash register to manage cash, credit, and debit card transactions for sell items.
   • Handle confidential materials and follow HIPPA regulations.
   • Keep records on individual pet, including daily observations and information activities perform, meals sever, and medication administer.
   • Work when need in the outpatient ambulatory surgery department.

3. Make a budget

   Including a salary range in your first-aid attendant job description is a great way to entice the best and brightest candidates. A first-aid attendant salary can vary based on several factors:

   • Location. For example, first-aid attendants' average salary in mississippi is 38% less than in maine.
   • Seniority. Entry-level first-aid attendants earn 40% less than senior-level first-aid attendants.
   • Certifications. A first-aid attendant 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 a first-aid attendant's salary.

   Average first-aid attendant salary

   $13.29hourly

   $27,639 yearly

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   Entry-level first-aid attendant salary

   $21,000 yearly salary

   Updated December 17, 2025

4. Writing a first-aid attendant job description

   A job description for a first-aid attendant 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 first-aid attendant job description:

   First-aid attendant job description example

   WHO ARE WE?
   
   Live Nation Entertainment is the world's leading live entertainment company, comprised of global market leaders: Ticketmaster, Live Nation Concerts, and Live Nation Media & Sponsorship. Ticketmaster is the global leader in event ticketing with over 500 million tickets sold annually and more than 12,000 clients worldwide. Live Nation Concerts is the largest provider of live entertainment in the world promoting more than 40,000 shows and 100+ festivals annually for nearly 4,000 artists in over 40 countries. These businesses allow Live Nation Media & Sponsorship to create strategic music marketing programs that connect over 1,000 brands with the 98 million fans that attend Live Nation Entertainment events each year. For additional information, visit www.livenationentertainment.com .
   
   Live Nation's Concerts Division is where tours are born, artists come to life, and fans get to experience the rush of live music. From our dozens of owned/operated Amphitheaters to our Global Touring team, from Ticketing and Venue Operations to Marketing and Sales... we foster a fun and upbeat work culture with no shortage of opportunities. With perks ranging from free concert tickets to dog-friendly offices, to progressive benefits like student loan reimbursement and adoption/fertility support... it's no wonder we are certified as a Great Place to Work organization and one of People Magazine's "50 Companies that Care". We want everyone to feel like they belong and can thrive in our community, so we strive to help you achieve your career and personal goals. Live music is our passion and where we find our common ground. There has never been a better time to join Live Nation.
   
   WHO ARE YOU?
   
   Passionate and motivated. Driven, with an entrepreneurial spirit. Resourceful, innovative, forward thinking and committed. At Live Nation Entertainment, our people embrace these qualities, so if this sounds like you then please read on!
   
   THE JOB
   
   This position entails working under the direction of the First Aid Manager. In doing so you will be providing exceptional and caring customer service to all guests regardless if the guest is non emergent or emergent in an emergency triage area. You will be part of a team that will work alongside a multitude of emergency professionals such as the Mansfield Fire Department, Brewster Ambulance Service and the Mansfield Police Department. This is a very rewarding position in a fast paced, demanding environment.
   
   WHAT THIS ROLE WILL DO
   
   + Write detailed and objective incident reports for guests who seek treatment in the venue's First Aid area.
   
   + Record the numbers of transport and non-transport patients.
   
   + Submit all reports to the First Aid Manager in an organized fashion
   
   + Provide exceptional and caring customer service to all guests
   
   + Communicate and work alongside professionals from MFD, MPD, and Brewster Ambulance Company
   
   + Provide friends and family members of transported guests with accurate hospital information
   
   WHAT THIS PERSON WILL BRING
   
   + Ability to work well in a fast-paced environment
   
   + Ability to work and communicate alongside a multitude of First Response Teams in an effective and efficient manner
   
   + Experience with completing incident reports preferred but not required. You will be trained.
   
   + Excellent writing skills - legible handwriting is a must
   
   + Demonstrate strong customer service skills
   
   + First Aid/CPR certification
   
   + Pursuing further education in the medical field is preferred
   
   EQUAL EMPLOYMENT OPPORTUNITY
   
   We are passionate and committed to our people and go beyond the rhetoric of diversity and inclusion. You will be working in an inclusive environment and be encouraged to bring your whole self to work. We will do all that we can to help you successfully balance your work and homelife. As a growing business we will encourage you to develop your professional and personal aspirations, enjoy new experiences, and learn from the talented people you will be working with. It's talent that matters to us and we encourage applications from people irrespective of their gender, race, sexual orientation, religion, age, disability status or caring responsibilities.
   
   Live Nation strongly supports equal employment opportunity for all applicants regardless of age (40 and over), ancestry, color, religious creed (including religious dress and grooming practices), family and medical care leave or the denial of family and medical care leave, mental or physical disability (including HIV and AIDS), marital status, domestic partner status, medical condition (including cancer and genetic characteristics), genetic information, military and veteran status, political affiliation, national origin (including language use restrictions), citizenship, race, sex (including pregnancy, childbirth, breastfeeding and medical conditions related to pregnancy, childbirth or breastfeeding), gender, gender identity, and gender expression, sexual orientation, or any other basis protected by applicable federal, state or local law, rule, ordinance or regulation.
   
   We will consider qualified applicants with criminal histories in a manner consistent with the requirements of the Los Angeles Fair Chance Ordinance, San Francisco Fair Chance Ordinance and the California Fair Chance Act and consistent with other similar and / or applicable laws in other areas.
   
   We also afford equal employment opportunities to qualified individuals with a disability. For this reason, Live Nation will make reasonable accommodations for the known physical or mental limitations of an otherwise qualified individual with a disability who is an applicant consistent with its legal obligations to do so, including reasonable accommodations related to pregnancy in accordance with applicable local, state and / or federal law. As part of its commitment to make reasonable accommodations, Live Nation also wishes to participate in a timely, good faith, interactive process with a disabled applicant to determine effective reasonable accommodations, if any, which can be made in response to a request for accommodations. Applicants are invited to identify reasonable accommodations that can be made to assist them to perform the essential functions of the position they seek. Any applicant who requires an accommodation in order to perform the essential functions of the job should contact a Human Resources Representative to request the opportunity to participate in a timely interactive process. Live Nation will also provide reasonable religious accommodations on a case-by-case basis.
   
   HIRING PRACTICES The preceding job description has been designed to indicate the general nature and level of work performed by employees within this classification. It is not designed to contain or be interpreted as a comprehensive inventory of all duties, responsibilities, and qualifications required of employees assigned to this job.
   
   Live Nation recruitment policies are designed to place the most highly qualified persons available in a timely and efficient manner. Live Nation may pursue all avenues available, including promotion from within, employee referrals, outside advertising, employment agencies, internet recruiting, job fairs, college recruiting and search firms.
   
   **Please note that the compensation information provided is a good faith estimate for this position only and is provided pursuant to the Colorado Equal Pay for Equal Work Act and Equal Pay Transparency Rules. It is estimated based on what a successful Colorado applicant might be paid. It assumes that the successful candidate will be in Colorado or perform the position from Colorado. Similar positions located outside of Colorado will not necessarily receive the same compensation. Live Nation takes into consideration a candidate's education, training, and experience, as well as the position's work location, expected quality and quantity of work, required travel (if any), external market and internal value, including seniority and merit systems, and internal pay alignment when determining the salary level for potential new employees. In compliance with the CO EPEWA, a potential new employee's salary history will not be used in compensation decisions.

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5. Post your job

   There are various strategies that you can use to find the right first-aid attendant 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 first-aid attendant job on Zippia to find and attract quality first-aid attendant candidates.
   • Use niche websites such as healthcarejobsite, health jobs nationwide, hospitalcareers, medreps.com.
   • Post a job on free websites.

6. Interview candidates

   Recruiting first-aid attendants 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 first-aid attendant

   Once you've selected the best first-aid attendant candidate for the job, it's time to write an offer letter. In addition to salary, this letter should include details about the benefits and perks you offer the candidate. Ensuring that your offer is competitive is essential, as qualified candidates may be considering other job opportunities. The candidate may wish to negotiate the terms of the offer, and you should be open to discussion. After you reach an agreement, the final step is formalizing 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.

   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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