How to hire an inclusion special educator

How to hire an inclusion special educator, step by step

Here's a step-by-step inclusion special educator hiring guide:

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

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1. Identify your hiring needs

   Before you post your inclusion special educator 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 inclusion special educator 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

   Hiring the perfect inclusion special educator 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 inclusion special educators.

   Type of Inclusion Special Educator	Description	Hourly rate
   Inclusion Special Educator	Special education teachers work with students who have a wide range of learning, mental, emotional, and physical disabilities. They adapt general education lessons and teach various subjects, such as reading, writing, and math, to students with mild and moderate disabilities... Show more	$22-38
   Visually Impaired Teacher	Visually impaired teachers are skilled professionals who are responsible for providing special education for visually impaired children. These teachers are required to collaborate with educational teams and parents to develop and implement Individualized Education Programs (EIP) that are tailored according to the needs and abilities of their students... Show more	$17-40
   Educator	An educator is responsible for teaching students and contributes to their learning development. Duties of an educator include creating learning modules and materials, developing engaging activities, and facilitating learners' discussions... Show more	$13-31

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Classroom Management
   • Autism
   • ARD
   • Data Collection
   • Utilize Microsoft

   Responsibilities:

   • Manage student behavior and administer discipline, including intervening in crises and physically restraining students as necessary according to IEP.
   • Clarify assignments and simplify concepts in general education classes to meet the IEPs and BIPs of special education students.
   • Communicate team concerns and questions to administration/ leadership.
   • Design PowerPoint presentations enhancing educational environment.
   • Design PowerPoint presentations enhancing educational environment.

3. Make a budget

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

   • Location. For example, inclusion special educators' average salary in florida is 38% less than in new jersey.
   • Seniority. Entry-level inclusion special educators earn 43% less than senior-level inclusion special educators.
   • Certifications. An inclusion special educator 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 inclusion special educator's salary.

   Average inclusion special educator salary

   $61,437yearly

   $29.54 hourly rate

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   Entry-level inclusion special educator salary

   $46,000 yearly salary

   Updated December 5, 2025

4. Writing an inclusion special educator job description

   A good inclusion special educator 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 inclusion special educator job description:

   Inclusion special educator job description example

   SUMMARY DESCRIPTION:
   
   At the direction of the principal, assists teachers by performing a variety of tasks that promote student learning and well-being. Works individually and in small groups to reinforce instruction, monitor performance, and support learning. This position also performs a variety of instructional and classroom management supports, as well as related clerical tasks to support teachers and other professional staff in all classrooms or learning environments.
   
   CERTIFICATE LICENSE:
   
   None
   
   KNOWLEDGE, SKILLS, and ABILITIES:
   
   Knowledge of child development, instructional strategies and practices applicable to assignment, and instructional goals and policies of Montgomery County Public Schools. Ability to assist with implementation of the instructional program and to participate in monitoring and ensuring appropriate student behavior. Ability to exhibit patient behavior and to work effectively with children, young adults, and staff members. Ability to follow written and verbal instructions and to perform all required tasks. Ability to communicate effectively, both verbally and in writing. Ability to read/write/speak English. Ability to interact with and support students with special needs. Knowledge of standard desktop computer hardware and software such as MS Office products and database software. Knowledge of and the ability to meet the seven core competencies of the Supporting Services Professional Growth System (SSPGS).
   
   EDUCATION, TRAINING, and EXPERIENCE:
   
   These requirements are in order of preference. 1. AA degree, required. Bachelor s degree preferred. College course work should include a minimum of nine credit-hours related to education field such as behavior management, instructional strategies, and one year experience working with students in structured educational (or academic) situations preferred. Or: If no related education course work, then two to four years experience working with children and adolescents required. I.e. working in a structured setting such as a daycare, pre-school, etc. required. 2. Or at least 48 college credits and two years of experience in an education related field including preschool, adult day program, after school program, extended day, or school/non-school based departments, etc. 3. Or two years of experience in an education related field including nursery school, adult day program, after school program, extended day, or school/non-school based departments, etc., and successful completion of the ParaPro Assessment with a qualifying score of 455 or higher is required. I.e. Opportunity for current supporting services employees 4. Any combinations of applicable education, training, and experience which provide the knowledge, abilities, and skills necessary to perform effectively in the position may be considered.

   Copy this example

   

5. Post your job

   There are a few common ways to find inclusion special educators 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 inclusion special educator job on Zippia to find and recruit inclusion special educator candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   Recruiting inclusion special educators 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.

   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 inclusion special educator

   Once you've selected the best inclusion special educator 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.

   You should also follow up with applicants who don't get the job with an email letting them know that you've filled the position.

   After that, you can create an onboarding schedule for a new inclusion special educator. 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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