How to hire an information systems supervisor

How to hire an information systems supervisor, step by step

Here's a step-by-step information systems supervisor hiring guide:

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

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1. Identify your hiring needs

   The information systems supervisor 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

   An information systems supervisor's background is also an important factor in determining whether they'll be a good fit for the position. For example, information systems supervisors 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.

   This list presents information systems supervisor salaries for various positions.

   Type of Information Systems Supervisor	Description	Hourly rate
   Information Systems Supervisor	Computer and information systems managers, often called information technology (IT) managers or IT project managers, plan, coordinate, and direct computer-related activities in an organization. They help determine the information technology goals of an organization and are responsible for implementing computer systems to meet those goals.	$29-61
   Systems Manager	A systems manager is responsible for monitoring the operations of the information technology department, evaluating staff performance, developing strategic procedures to maximize productivity, and identifying business opportunities that would generate more revenues and profitability for the company. Systems managers inspect company networks to ensure the efficiency of the technology systems, conducting regular diagnostic tests, and installing upgrades to boost optimization... Show more	$36-73
   Information Technology Technical Lead	An information technology technical lead is responsible for assisting the technology team in solving system issues, designing new application systems, improving existing network infrastructure, and maintaining the safety and security of the organization's database. Information technology technical leads inspect the technology system's performance, recommending strategic solutions for optimization and smooth navigations for end-users... Show more	$40-70

   Show more

2. Create an ideal candidate profile

   Common skills:

   • PCS
   • SQL
   • Customer Service
   • Data Integrity
   • HIPAA
   • Direct Reports
   • LIS
   • Telecommunication
   • Computer System
   • IP
   • Software Applications
   • Desktop Support
   • Lan
   • User Accounts

   Check all skills

   Responsibilities:

   • Manage networking and telecommunication for this manufacturer of custom flat panel flexible displays and control panels with integrate membrane switches.
   • Administer UNIX e-mail and database server.
   • Train and assist the agencies with training of the VoIP phones.
   • Craft plant-wide, monthly safety and good manufacturing practices (GMP) training program.
   • Train employees in SSOP's and GMP's ensure training effectiveness in application of job skill.
   • Engineer and implement antenna type, RF power requirements, and antenna location on newly erect antenna towers.

   More information systems supervisor duties

3. Make a budget

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

   • Location. For example, information systems supervisors' average salary in nebraska is 42% less than in california.
   • Seniority. Entry-level information systems supervisors 52% less than senior-level information systems supervisors.
   • Certifications. An information systems supervisor 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 information systems supervisor's salary.

   Average information systems supervisor salary

   $88,406yearly

   $42.50 hourly rate

   ---

   Entry-level information systems supervisor salary

   $61,000 yearly salary

   Updated December 5, 2025

   Average information systems supervisor salary by state

   Rank	State	Avg. salary	Hourly rate
   1	California	$117,813	$57
   2	New Jersey	$101,112	$49
   3	Pennsylvania	$94,766	$46
   4	Nevada	$93,241	$45
   5	Virginia	$90,000	$43
   6	Maryland	$89,855	$43
   7	Connecticut	$86,752	$42
   8	Florida	$86,604	$42
   9	Texas	$80,470	$39
   10	Arizona	$79,599	$38
   11	Georgia	$76,155	$37
   12	Oregon	$75,675	$36
   13	Louisiana	$75,285	$36
   14	Kentucky	$68,779	$33
   15	Alabama	$68,100	$33

   Average information systems supervisor salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	Tucson Electric Power	$119,138	$57.28	2
   2	Jabil	$107,012	$51.45	13
   3	Northrop Grumman	$106,857	$51.37	271
   4	Riot Games	$105,803	$50.87
   5	Booz Allen Hamilton	$104,966	$50.46	142
   6	St. Peter's Health	$98,386	$47.30	1
   7	Technicolor	$97,430	$46.84
   8	Appalachian Regional Healthcare	$96,628	$46.46	5
   9	Dignity Health	$94,249	$45.31	16
   10	UNS Energy	$93,879	$45.13
   11	Lee Regional Health System	$93,683	$45.04	1
   12	LCMC Health	$92,768	$44.60	5
   13	Community Health Systems	$92,294	$44.37	33
   14	General Dynamics	$91,247	$43.87	262
   15	Carnival Cruise Line	$82,271	$39.55	8
   16	Trinity Valley Electric Co-op	$81,955	$39.40
   17	Nes Holdings	$81,524	$39.19
   18	Comcast	$78,234	$37.61	20
   19	City of Reno	$76,576	$36.82
   20	Gwinnett County	$76,445	$36.75	2

4. Writing an information systems supervisor job description

   An information systems supervisor 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. To help get you started, here's an example of an information systems supervisor job description:

   Information systems supervisor job description example

   Job Description Description of Work

   The Health Information Supervisor, under the general supervision of the Client Information Manager, is responsible for providing supervision of a group of subordinate office staff to include preparing staffing schedules, developing and implementing work details and office procedures within departmental guidelines, and ensuring uniform work flow and maximal productivity. The Health Information Supervisor performs a variety of administrative duties to include, but not limited to, customer service functions within the agency's reception areas, processing incoming telephone calls, scheduling appointments, scanning documents into the electronic health record, and other various medical record/office job duties and responsibilities. The Health Information Supervisor is knowledgeable of the Health Insurance Portability and Accountability Act of 1996 (HIPAA) and assists the Privacy Officer as needed. The Health Information Supervisor is knowledgeable of the Freedom of Information Act (FOIA) regulations and medical records regulations, and assists the Client Information Manager as needed.
   
   

   Required Minimum Entrance Qualifications

   1. Possess an Associate's degree in a business program or a closely related field from an accredited university, college or business school; AND Have a minimum of four (4) years recent, full-time medical office experience;
   
   2. Lived experiences with mental illness/developmental disabilities/substance use disorders valued;
   
   3. Individuals in recovery and individuals with experience in Armed Services valued;
   
   4. Bilingual candidates highly desired
   
   5. Possess a valid Michigan driver's license;
   
   6. Must have reliable transportation that may have to be used to carry out job duties of this classification.

   Physical Conditions / Work Location

   PHYSICAL ACTIVITIES
   
   An employee in this class performs generally sedentary work activity requiring the occasional lifting of objects weighing thirty-five (35) pounds or less.
   
   ENVIRONMENTAL CONDITIONS
   
   An employee in this class generally works in a variety of office settings.
   
   

   Additional Information

   EVALUATION CONTENT

   Applicants for County employment may be subject to a post-offer criminal background check, depending on the nature and assignment of the position. When such check is conducted, an offer of employment is contingent upon the results of the criminal background check. Appointees must satisfactorily complete a probationary period before the appointment will be considered permanent.
   
   APPLICANT REVIEW PROCEDURE
   Any applicant is entitled to a review of any determination or action taken by the County regarding the applicants employment application. Inquiries should be directed to the County Human Resources Department.
   
   PURPOSE
   The purpose of this recruitment is to establish an eligible list from which to fill present and future vacancies in this classification in the County system. For each opening, the Department Head has her/his choice of the candidates who meet the required minimum entrance qualifications. This list remains in effect for three months unless exhausted or extended.
   

   MUSKEGON COUNTY IS AN EQUAL OPPORTUNITY EMPLOYER

   MUSKEGON COUNTY HAS ADOPTED A VETERANS PREFERENCE POLICY THAT

   RECOGNIZES QUALIFYING MILITARY SERVICE

   Non-bargaining employees will become eligible for County benefits the first of the month following one (1) full month of continuous employment.

   \t\t\t\t\t\tMedical Insurance\t\t\t Health Savings Account (HSA) Plan
   \t\t\tSingle Plan: $1,400 Deductible, $675 Employer Contribution.
   \t\t\t2 or more people: $2,800 Deductible, $1,350 Employer Contribution
   \t\t\tEmployer Contributions are prorated based on start date of benefits
   \t\t\tNo Employee Premium Contributions Per Pay
   \t\t\tPrescription Drugs: $10/$40/$80 (After deductible)
   \t\t\t High Deductible Plan (HD)* This plan is only optional if the employee is not eligible for the HSA
   \t\t\tSingle Plan: $500 Deductible
   \t\t\t2 or more people: $1,000 Deductible
   \t\t\tNo Employee Premium Contributions Per Pay
   \t\t\tPrescription Drugs: $10/$40/$80
   \t\t\tAvailable first of the month following one full month of continuous employment\t\t\t\t\t\t\tDental Insurance\t\t\t15% employee premium contribution
   \t\t\tAvailable first of the month following one full month of continuous employment\t\t\t\t\t\t\tVision Insurance\t\t\t15% employee premium contribution
   \t\t\tAvailable first of the month following one full month of continuous employment\t\t\t\t\t\t\tRetirement\t\t\tDefined Contribution (DC) Pension through MERS of Michigan with 3% employer and 4.5% employee contribution. There is a 6 year graduated vesting for the employer contribution.\t\t\t\t\t\t\tRetiree Insurance\t\t\tHealthcare Savings Account (HCSP) through MERS of Michigan, employer 3% contribution. Vesting requirement of 6 years.\t\t\t\t\t\t\tLife Insurance and AD & D\t\t\tEqual to employee annual salary to next highest $1,000. Max $200,000
   \t\t\tAvailable first of the month following one full month of continuous employment\t\t\t\t\t\t\tLong Term Disability\t\t\tNo cost to the employee, employer paid at 66 2/3% of salary after 6 month waiting period
   \t\t\tAvailable first of the month following one full month of continuous employment\t\t\t\t\t\t\tSick Leave\t\t\t10 days per year, accumulated .385 days. per pay period
   \t\t\tAccrual begins on first day of employment and is available to use on the 90th day of employment.\t\t\t\t\t\t\tAnnual Leave\t\t\t13 days, accumulated .500 days per pay period. Increasing to maximum of 24 days with 20 years of eligible County service, see Personnel Rules for accumulation chart.
   \t\t\tAccrual begins on first day of employment and is available to use upon completion of six months of continuous eligible County service.\t\t\t\t\t\t\tSick/Annual Leave Cash Payout\t\t\tEmployee may elect up to 40 hours of accumulated vacation and/or sick time to be paid as cash. Future accruals only.\t\t\t\t\t\t\tPersonal Days\t\t\t2 days per fiscal year, unused days will be forfeited
   \t\t\tAvailable upon completion of six months of continuous eligible County service\t\t\t\t\t\t\tHolidays\t\t\t12 days
   \t\t\t\t\t\t\t\t\t\tCOLA/Longevity\t\t\tAll employees are eligible for COLA based on the CPI and must be in pay status as of 12/1. Payment of $250 after 5 years of continuous service as of 12/1. Each subsequent year of service will add $50 to the payment. Maximum payment amount is $1,250\t\t\t\t\t\t\tVoluntary Benefits
   \t\t\t(100% employee paid)\t\t\tAflac, 457 Investment options, Section 125 (available for Health and Childcare reimbursement), Voluntary Life Insurance
   \t\t\tAvailable first of the month following one full month of continuous employment\t\t\t\t\t\t\tPublic Student Loan Forgiveness\t\t\tCounty employees may be eligible for the Public Service Student Loan Forgiveness (PSLF) & Temporary Expanded PSLF (TEPSLF). Eligibility is determined by the U.S. Department of Education.\t\t\t\t\t\t\tWellness Program\t\t\tMuskegon County offers a holistic wellness program which focuses on the five areas of wellness: physical, financial, social/emotional, community and career wellbeing.\t\t\t
   
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   Copy this example

   

5. Post your job

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

6. Interview candidates

   Your first interview with information systems supervisor candidates should focus on their interest in the role and background experience. As the hiring process goes on, you can learn more about how they'd fit into the company culture in later rounds of interviews.

   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 information systems supervisor

   Once you've found the information systems supervisor candidate you'd like to hire, it's time to write an offer letter. This should include an explicit job offer that includes the salary and the details of any other perks. Qualified candidates might be looking at multiple positions, so your offer must be competitive if you like the candidate. Also, be prepared for a negotiation stage, as candidates may way want to tweak the details of your initial offer. Once you've settled on these details, you can draft a contract to formalize your agreement.

   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.

   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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