How to hire a novice

How to hire a novice, step by step

Here's a step-by-step novice hiring guide:

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

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1. Identify your hiring needs

   The novice 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 novice's background is also an important factor in determining whether they'll be a good fit for the position. For example, novices 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 shows salaries for various types of novices.

   Type of Novice	Description	Hourly rate
   Novice	Computer support specialists provide help and advice to people and organizations using computer software or equipment. Some, called computer network support specialists, support information technology (IT) employees within their organization... Show more	$23-66
   Student Worker	Student workers are students who are employed while also enrolled at the university. They usually work in a department or college where they handle different tasks... Show more	$9-16
   Computer Science Internship	A computer science intern is responsible for supporting the technology team of an organization in designing computer systems, modifying networks, and resolving technical issues. Computer science interns observe the technical processes of tenured staff, shadow operations daily, and recommend strategies to improve efficiency and productivity according to business requirements and functions... Show more	$13-19

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Python
   • Microsoft Powerpoint
   • Freshman

   Responsibilities:

   • Develop windows forms programs to automate manual in-house processes integrate with third party applications using Microsoft VB.Net.
   • Mow golf green's, tees, and fairways.
   • Coordinate scheduling as a point of contact with freshman crew to successfully plan and organize attendance.
   • Advise students interest in studying abroad by providing information on available programs and assisting with preparation for their study abroad experience.
   • Develop a computer program using MATLAB to be used in weather forecasting and analysis.
   • Used Matlab for calculations and verification of algorithms.

3. Make a budget

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

   • Location. For example, novices' average salary in hawaii is 47% less than in delaware.
   • Seniority. Entry-level novices 65% less than senior-level novices.
   • Certifications. A novice 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 a novice's salary.

   Average novice salary

   $83,256yearly

   $40.03 hourly rate

   ---

   Entry-level novice salary

   $49,000 yearly salary

   Updated December 16, 2025

4. Writing a novice job description

   A good novice 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 a novice job description:

   Novice job description example

   At Houston Methodist, the Patient Care Assistant Novice position is Patient Care Technician (PCT) graduate, or an internal internship, an entry level position in which incumbents should document, where applicable, care administered, diagnostic measurements, treatments and procedures and demonstrate the ability to continuously progress in basic knowledge and skills necessary to communicate appropriately and carry out delegated tasks for age-specific, diverse patient population. This position receives coaching from preceptors, Registered Nurses (RN) and management and performs delegated patient care tasks under the supervision of the RN. The Patient Care Assistant Novice position responds to the call light system and records data established by policy and procedure, and reports observations and patient problems to the licensed nurse. This position is responsible for assigned non-nursing functions. The Patient Care Assistant Novice position practices Patient and Family Centered Care in concert with Houston Methodist ICARE values: Integrity, Compassion, Accountability, Respect and Excellence.
   Requirements:
   
   PRIMARY JOB RESPONSIBILITIES
   
   Job responsibilities labeled EF capture those duties that are essential functions of the job.
   
   PEOPLE - 25%
   
   * Promotes a positive work environment with the interprofessional care team. Participates in teamwork by responding positively to requests for assistance. Works well with others to make contributions to the work effort as a whole and escalates issues for problem resolution. (EF)
   * Seeks guidance from interprofessional health care team, when needed, and applies feedback to improve patient outcomes. Follows channels of communication for effective problem solving. (EF)
   * Applies expected behaviors and actions with team members which contribute to improvement of department score for turnover/retention/employee engagement on unit-based scorecard. (EF)
   
   SERVICE - 25%
   
   * Follows the patient and family-centered care standards and provides direct patient care under the direction of an RN. Responds to the call light system, contacting nursing personnel as appropriate, and follows through with meeting patient needs. (EF)
   * Assists with maintaining, cleaning, and stocking of equipment and supplies as established on assigned unit. May serve as an in-house courier which, may include retrieving blood, hand delivering labs, tele boxes, etc. (EF)
   * Applies expected behaviors and actions which contributes to department score for patient satisfaction on unit-based scorecard. (EF)
   
   QUALITY/SAFETY - 25%
   
   * Provides care to patients assigned within unit-specific, defined limits. Documents, where applicable, care administered, diagnostic measurements, treatments and procedures in accordance with established policies and procedures keeping the safety of the patient in mind. Provides care in a manner that is congruent with cultural diversity and inclusion principles. (EF)
   * Reports observations, conditions and problems of patients to the licensed nurse. (EF)
   * Applies expected behaviors and actions to improve quality and safety scores on unit-based scorecard. (EF)
   
   FINANCE - 15%
   
   * Manages time effectively and prioritizes daily tasks, minimizing incidental overtime, seeking assistance as appropriate. Uses resources efficiently; does not waste supplies. (EF)
   * Applies expected behaviors and actions which contributes to meeting department financial targets on unit-based scorecard. (EF)
   
   GROWTH/INNOVATION - 10%
   
   * Identifies own learning needs, consults with healthcare team experts and seeks continuing education opportunities to meet those needs. Completes and updates the individual development plan (IDP) on an on-going basis. (EF)
   
   This job description is not intended to be all inclusive; the employee will also perform other reasonably related business/job duties as assigned. Houston Methodist reserves the right to revise job duties and responsibilities as the need arises.
   
   Qualifications:
   
   EDUCATION REQUIREMENTS
   
   * High School diploma or equivalent education (examples include: GED, verification of homeschool equivalency, partial or full completion of post-secondary education, etc.)
   
   EXPERIENCE REQUIREMENTS
   
   * N/A
   
   CERTIFICATIONS, LICENSES AND REGISTRATIONS REQUIRED
   
   * American Heart Association Basic Life Support (BLS) within one month of hire
   * Must be a graduate of the Patient Care Tech (PCT) program or internal employee participating in the Houston Methodist PCA internship or Certified Nursing Assistant (CNA) or Certified Medical Assistant (CMA) through an approved credentialing certification agency
   
   KNOWLEDGE, SKILLS AND ABILITIES REQUIRED
   
   * Demonstrates the skills and competencies necessary to safely perform the assigned job, determined through on-going skills, competency assessments, and performance evaluations.
   * Sufficient proficiency in speaking, reading, and writing the English language necessary to perform the essential functions of this job, especially with regard to activities impacting patient or employee safety or security.
   * Ability to effectively communicate with patients, physicians, family members and co-workers in a manner consistent with a customer service focus and application of positive language principles.
   * Performs basic patient care activities of daily living (ADL's) within unit specific defined limits and job scope, such as assistance with patient elimination, hygiene, comfort, safety, nutrition, and progress activity.
   * Completes required continuous training and education, including department-specific requirements
   
   SUPPLEMENTAL REQUIREMENTS
   
   Work AttireYes/NoUniform NoScrubsYesBusiness professional NoOther (dept approved) No
   
   On-Call* No (for Non-Exempt or Exempt jobs)
   
   * Note that employees may be required to be on-call during emergencies (i.e. Disaster, Severe Weather Event, etc) regardless of selection above.
   
   Travel
   
   May require travel within NoHouston Metropolitan area
   
   May require travel outside No of Houston Metropolitan area
   
   Travel specifications may vary by department.
   
   Please note any other special considerations to this job: __________________________
   
   Company Profile:
   
   Since 2000, Houston Methodist Willowbrook Hospital has been serving Northwest Houston residents. Houston Methodist Willowbrook Hospital is a comprehensive acute care facility and has been named a Magnet recognized health care facility by the American Nurses Credentialing Center's (ANCC) Magnet Recognition Program . With 358 operating beds, 20 operating rooms and more than 2,300 employees, Houston Methodist Willowbrook Hospital provides comprehensive, personalized care for patients in Champions, Tomball, Magnolia, Spring and Cypress.

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5. Post your job

   To find the right novice for your business, consider trying out a few different recruiting strategies:

   • Consider internal talent. One of the most important sources of talent for any company is its existing workforce.
   • Ask for referrals. Reach out to friends, family members, and current employees and ask if they know or have worked with novices they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit novices who meet your education requirements.
   • Social media platforms. LinkedIn, Facebook and Twitter now have more than 3.5 billion users, and you can use social media to reach potential job candidates.

   Post your job online:

   • Post your novice job on Zippia to find and attract quality novice candidates.
   • Use niche websites such as dice, engineering.com, stack overflow, it job pro.
   • Post a job on free websites.

6. Interview candidates

   To successfully recruit novices, 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.

   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.

   While interviews are great, you will only sometimes learn enough from a conversation with a novice applicant. In those cases, having candidates complete a test project can go a long way in figuring out who's the most likely to succeed in the role. If you aren't a technical person and don't know how to design an appropriate test, you can ask someone else on the team to create it or take a look at these websites to get a few ideas:

   • TestDome
   • CodeSignal
   • Testlify
   • BarRaiser
   • Coderbyte

   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 novice

   Once you've decided on a perfect novice candidate, it's time to write an offer letter. In addition to salary, it should include benefits and perks available to the employee. Qualified candidates may be considered for other positions, so make sure your offer is competitive. Candidates may wish to negotiate. Once you've settled on the details, formalize your agreement with a contract.

   It's also important to follow up with applicants who do not get the job with an email letting them know that the position is filled.

   Once that's done, you can draft an onboarding schedule for the new novice. 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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