How to hire a gerontological nurse practitioner

How to hire a gerontological nurse practitioner, step by step

Here's a step-by-step gerontological nurse practitioner hiring guide:

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

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1. Identify your hiring needs

   The gerontological nurse practitioner 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?

   Yes

   No

   A gerontological nurse practitioner's background is also an important factor in determining whether they'll be a good fit for the position. For example, gerontological nurse practitioners 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 gerontological nurse practitioners and their corresponding salaries.

   Type of Gerontological Nurse Practitioner	Description	Hourly rate
   Gerontological Nurse Practitioner	Registered nurses (RNs) provide and coordinate patient care, educate patients and the public about various health conditions, and provide advice and emotional support to patients and their family members.	$33-75
   Nurse	Nurses are medical professionals assigned to a specific department in the hospital and provide their trusted department services. Nurses are in charge of taking patients' medical histories, getting vital signs, preparing patients for checkups or procedures, explaining upcoming practices, answering any questions, and communicating any concerns to the assigned doctor... Show more	$18-41
   Clinic Registered Nurse	A clinic registered nurse is responsible for providing immediate care and treatments to patients while working alongside physicians and specialists. Assigned in a clinic or similar setting, they are mostly responsible for obtaining patient information and medical history, administering appropriate medication, and coordinating with health care experts... Show more	$20-54

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Patients
   • Primary Care
   • Health Promotion
   • Physical Examinations
   • Acute Care
   • Nursing Home
   • Diagnosis
   • Physical Assessments
   • MSN
   • Diagnostic Tests
   • Patient Care
   • Patient Education
   • Diabetes
   • Laboratory Tests

   Check all skills

   Responsibilities:

   • Manage care of patients on an inpatient cardiopulmonary rehabilitation unit under the supervision of a physician preceptor.
   • Evaluate and treat adult patients with urgent episodic medical issues in a fast-pace environment under nurse practitioner supervision.
   • Complete documents for state fund Medicaid programs, admission into community nursing and group home facilities and other community resources available.
   • Perform focused assessments base on primary site of cancer and other systems affect by chemotherapy.

3. Make a budget

   Including a salary range in your gerontological nurse practitioner job description is a great way to entice the best and brightest candidates. A gerontological nurse practitioner salary can vary based on several factors:

   • Location. For example, gerontological nurse practitioners' average salary in iowa is 50% less than in district of columbia.
   • Seniority. Entry-level gerontological nurse practitioners earn 56% less than senior-level gerontological nurse practitioners.
   • Certifications. A gerontological nurse practitioner 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 gerontological nurse practitioner's salary.

   Average gerontological nurse practitioner salary

   $104,505yearly

   $50.24 hourly rate

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   Entry-level gerontological nurse practitioner salary

   $69,000 yearly salary

   Updated December 18, 2025

4. Writing a gerontological nurse practitioner job description

   A gerontological nurse practitioner 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 a gerontological nurse practitioner job description:

   Gerontological nurse practitioner job description example

   • Registered Nurse with an active advanced practice license in the state in which he/she is employed.
   • Currently certified as a Gerontological Nurse Practitioner by the ANA, or other national accrediting board.
   • One (1) year experience as a Gerontological Nurse Practitioner within the last five (5) years or as required by contracted employer
   • Evidence of current Basic Life Support (BLS) training.

   Knowledge, Skills & Abilities Required:

   • Able to effectively communicate with clinical and non-clinical staff and adults.
   • Able to work autonomously and effectively in a multidisciplinary model.
   • Basic understanding of computers and work place software.
   • Skills in consultation, collaboration and systems management in providing effective restorative care.
   • Evidence of malpractice insurance with professional liability coverage of at least $100,000 per claim with a minimum annual aggregate of at least $200,000 from an authorized insurer under the law (as required by the state).
   • Meets applicable health requirements to provide patient care.

   Working Conditions & Physical Effort:

   • Work is performed in clinics, schools, hospitals, nursing homes, patient homes or occupational settings.
   • Work environment involves frequent exposure to communicable diseases, blood borne pathogens and/or potentially infectious or hazardous materials and situations that require following extensive safety precautions and may include the use of protective equipment (e.g. face masks, goggles, latex and or non-latex gloves).
   • Ability to physically stretch, bend, stoop, twist, stand, walk, reach and climb stairs.
   • Requires normal, correctable vision and hearing.
   • Able to travel as needed.
   • Physical activity is medium and may require frequent lifting, carrying, pushing or pulling up to 50 lbs.

   Copy this example

   

5. Post your job

   There are a few common ways to find gerontological nurse practitioners 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 gerontological nurse practitioner job on Zippia to find and recruit gerontological nurse practitioner candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   Recruiting gerontological nurse practitioners 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 gerontological nurse practitioner

   Once you've selected the best gerontological nurse practitioner 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 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 gerontological nurse practitioner. 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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