How to hire a nephrology social worker

How to hire a nephrology social worker, step by step

Here's a step-by-step nephrology social worker hiring guide:

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

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1. Identify your hiring needs

   First, determine the employments status of the nephrology social worker you need to hire. Certain nephrology social worker roles might require a full-time employee, whereas others can be done by part-time workers or contractors.

   Determine employee vs contractor status

   Is the person you're thinking of hiring a US citizen or green card holder?

   Yes

   No

   You should also consider the ideal background you'd like them a nephrology social worker to have before you start to hire. For example, what industry or field would you like them to have experience in, what level of seniority or education does the job require, and how much it'll cost to hire a nephrology social worker that fits the bill.

   This list shows salaries for various types of nephrology social workers.

   Type of Nephrology Social Worker	Description	Hourly rate
   Nephrology Social Worker	Social workers help people solve and cope with problems in their everyday lives. One group of social workers—clinical social workers—also diagnose and treat mental, behavioral, and emotional issues.	$19-36
   Long Term Care Social Worker	Long-term care social workers manage the emotional, physical, and mental needs of a person. They are the one who provides and gives aid in order for the person in need to have access to services and health care... Show more	$16-31
   Nursing Home Social Worker	A Nursing Home Social Worker works closely with the residents of a nursing home to identify their various needs and develop adequate assistance strategies. Their responsibilities include: treating the emotional, behavioral conditions and problems, assessing new clients to come up with a treatment plan that addresses determined needs, offer adjustment support for those that lack family support, facilitating group activities that encourage interaction with other residents, and conducting administrative tasks that are crucial to the day to day operations of a nursing facility.	$18-31

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Patients
   • Social Work
   • Psycho-Social Assessments
   • Interdisciplinary
   • Patient Care
   • Medical Insurance
   • Treatment Options
   • Patient Education
   • Mental Health
   • Advocacy Services
   • Quality Care
   • Psychosocial Issues
   • Chronic Illness
   • Care Conferences

   Check all skills

   Responsibilities:

   • Direct patients and their families to appropriate community agencies and resources for financial assistance, counseling and rehabilitation.
   • Work closely with financial coordinator to ensure patients have insurance coverage and access to medications.
   • Provide individual and group counseling for patients struggling with ESRD diagnosis.
   • Conduct psychosocial assessments, plans of care, and CMS regulate documentation.
   • Assist & work together with medical team to facilitate interdisciplinary approach.
   • Participate on interdisciplinary team for case management and monthly quality assurance meetings.

3. Make a budget

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

   • Location. For example, nephrology social workers' average salary in south dakota is 46% less than in california.
   • Seniority. Entry-level nephrology social workers earn 46% less than senior-level nephrology social workers.
   • Certifications. A nephrology social worker 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 nephrology social worker's salary.

   Average nephrology social worker salary

   $56,224yearly

   $27.03 hourly rate

   ---

   Entry-level nephrology social worker salary

   $41,000 yearly salary

   Updated January 23, 2026

4. Writing a nephrology social worker job description

   A nephrology social worker 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 nephrology social worker job description:

   Nephrology social worker job description example

   **PURPOSE AND SCOPE:**
   
   Provides psychosocial services to patients treated by the facility including in-center and home dialysis patients (if applicable) utilizing Social Work Theory of Human Behavior and accepted methods of social work practice. Works with the health care team to promote positive adjustment, rehabilitation and improved quality of life for our patients. In collaboration with the interdisciplinary team, informs, educates and supports staff in understanding the emotional, psychological and behavioral impact of Chronic Kidney Disease on the patient and family to ensure comprehensive quality care of our patients. Supports the Fresenius Kidney Care (FKC) commitment to the Quality Indicators and Outcomes and Quality Assessment and Improvement (QAI) Activities, including those related to patient satisfaction and quality of life and actively participates in process improvement activities that enhance the likelihood that patients will achieve the FKC Quality Goals. This is an entry level MSW role.
   
   **PRINCIPAL DUTIES AND RESPONSIBILITIES:**
   
   + Patient Assessment / Care Planning / Counseling
   
   + As a member of the interdisciplinary team, assesses patients' psychosocial status, strengths and areas of need that may affect rehabilitation and optimal treatment outcomes as part of the comprehensive patient assessment.
   
   + Participates in care planning in collaboration with the patient and healthcare team to identify effective interventions that will help the patient meet rehabilitation, treatment goals, and improve quality of life.
   
   + Utilizes FKC patient education programs, established social work theory and methods, social work focused interventions, and quality of life measurement instruments as part of assessment and care planning to address barriers and meet patient treatment goals.
   
   + Provides monitoring and interventions for the patient to adjust to dialysis and achieve optimal psychosocial status and quality of life.
   
   + Provides supportive counseling services to patients as permitted within the scope of their clinical training and state license.
   
   + Provides educational and goal directed counseling to patients who are seeking transplant.
   
   + Provides information and assists the team and patient with referral to community resources (home health services, vocational rehabilitation, etc.) to facilitate optimal treatment outcomes.
   
   + Maintains current knowledge regarding localvocational/educational rehabilitation programs and assist patients with referral and access to vocational rehabilitation to enable them to remain employed, become employed or receive education.
   
   + Assesses patient awareness of advance directives; assists with accessing advance directive forms/information and facilitates discussion of advance directive wishes, if necessary, with the healthcare team and the patient's family/support persons.
   
   + In collaboration with the physician and nurse, participates in the discussion of patient DNR status in the facility to ensure patient and/or family understand and make an informed decision about their care.
   
   + Knowledgeable of and adheres to FMCNA Social Work Policy and Measuring Patient Physical and Mental Function Policy, including documentation.
   
   + Documents based on MSW interaction and interventions provided to patient and/or family.
   
   + Quality
   
   + Provides psychosocial support and/or Social Work Focused Interventions to address non-adherence, quality outcome, and quality of life concerns for all patients based on acuity level.
   
   + Participates in monthly Quality review meetings with the interdisciplinary team. Reports on quality indicators related to adherence, such as Missed and Shortened Treatments, Quality of Life Trends, and Service Recovery.
   
   + Patient Education
   
   + Assesses patient knowledge of kidney disease for barriers that may affect adherence to treatment. Works with patient, family and health care team to provide education tailored to the patient's learning style, communication barriers, and needs.
   
   + With other members of the interdisciplinary team, provides appropriate information about all treatment modalities.
   
   + Facilitates the transplant referral process and collaborates with interdisciplinary team on transplant waitlist management.
   
   + Provides ongoing education to patient/family regarding psychosocial issues related to End Stage Renal Disease (ESRD) and all support services that are available.
   
   + Reviews patient rights and responsibilities, grievance information (company and network) and other facilities policies with patient and/or the patients' representative to ensure patients' understanding of the rights and expectations of them.
   
   + Collaborates with the team on appropriate QAI activities.
   
   + Patient Admission and Continuity of Care
   
   + Reviews Patient Rights and Responsibilities, Grievance Procedure & Important Numbers Handout, FKC Non-discrimination policy, DNR Statement (if applicable) and address any immediate needs/concerns.
   
   + Understands the referral and admission process and supports the clinic in regard to the patient needs for scheduling to maximize adherence and adjustment.
   
   + The Social Worker will interview the patient to identify root causes or concerns for the discharge request, (i.e. transfer to hospice, relocation, dissatisfaction with services or staff) and share causes/concerns with operational leadership.
   
   + Insurance and Financial Assistance
   
   + Collaborates and functions as a liaison for patient with Insurance Coordinators to address issues related to insurance.
   
   + In collaboration with Insurance Coordinators, provides information and education to patients about payment to dialysis (federal, state, commercial insurance, state renal programs, AKF HIPP, and entitlement programs).
   
   + Collaborates with the Insurance Coordinator of any changes to patient state that impacts insurance i.e. transplantation, discharged, loss of coverage, or extended travel.
   
   + Refers patients to patient billing solutions (PBS) department for questions/concerns in regard to treatment related bills
   
   + Staff Related
   
   + Assists with interview process and decision to hire new personnel if requested by SW Manager/Senior Manager.
   
   + Works with the administrative support staff to maintain updated patient resource lists (e.g. maintain updated list of transportation resources).
   
   + Provides training to staff pertaining to psychosocial topics as needed.
   
   + Contributes and participates with weekly team huddles. Discusses any urgent patient issues with staff.
   
   + Adheres to work defined caseload guidelines based on state regulatory requirements.
   
   + Performs other related duties as assigned.
   
   **PHYSICAL DEMANDS** **AND** **WORKING CONDITIONS** **:**
   
   + The physical demands and work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
   
   + Travel required (if multiple facilities or home visits, if applicable)
   
   **SUPERVISION:**
   
   + None
   
   **EDUCATION AND REQUIRED CREDENTIALS** **:**
   
   + Masters in Social Work
   
   + Must have state required license
   
   + Meets the applicable scope of practice board and licensure requirements in effect in the State in which they are employed
   
   **EXPERIENCE AND SKILLS** **:**
   
   + 0 - 2 years' related experience
   
   **EO/AA Employer:** **Minorities/Females/Veterans/Disability/Sexual** **Orientation/Gender Identity**
   
   **Fresenius Medical Care North America maintains a drug-free workplace in accordance with applicable federal and state laws.**

   Copy this example

   

5. Post your job

   There are a few common ways to find nephrology social workers 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 nephrology social worker job on Zippia to find and recruit nephrology social worker candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   To successfully recruit nephrology social workers, your first interview needs to engage with candidates to learn about their interest in the role and experience in the field. You can go into more detail about the company, the role, and the responsibilities during follow-up interviews.

   You should also ask about candidates' unique skills and talents to see if they match the ideal candidate profile you developed earlier. Candidates good enough for the next step can complete 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 nephrology social worker

   Once you have selected a candidate for the nephrology social worker 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 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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