How to hire an outpatient admitting clerk

How to hire an outpatient admitting clerk, step by step

Here's a step-by-step outpatient admitting clerk hiring guide:

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

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1. Identify your hiring needs

   Before you post your outpatient admitting clerk 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 outpatient admitting clerk 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

   An outpatient admitting clerk's background is also an important factor in determining whether they'll be a good fit for the position. For example, outpatient admitting clerks 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 outpatient admitting clerks and their corresponding salaries.

   Type of Outpatient Admitting Clerk	Description	Hourly rate
   Outpatient Admitting Clerk	Information clerks perform routine clerical duties such as maintaining records, collecting data, and providing information to customers.	$12-19
   Enumerator	An enumerator primarily functions to gather census data within a particular area and time frame. Most of the duties will revolve around conducting door-to-door interviews, asking a set of specific questions, performing follow-up calls and correspondence, thoroughly explaining the purpose of the visit, and accurately recording gathered information to export to a database... Show more	$12-33
   Reviewer	A reviewer specializes in providing constructive and insightful feedback over forms of literature, goods, or services. Moreover, a reviewer is primarily responsible for examining and understanding all aspects of a product, remaining professional and unbiased, relaying areas needing improvement, and suggesting ways to make the product better... Show more	$15-34

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Patients
   • Insurance Forms
   • Emergency Room
   • Data Entry
   • Patient Demographics
   • Patient Insurance
   • Insurance Coverage
   • Outpatient Procedures
   • Insurance Verification
   • Insurance Data
   • Pre-Register

   Responsibilities:

   • Manage confidential patient information according to HIPPA guidelines.
   • Register patients for outpatient services, verify insurance for eligibility and benefits, collect deductibles and co-payments.
   • Prepare surgery relate admission paperwork in advance to facilitate the surgical admissions process for timely surgical procedures.
   • Specialize in high degree of compassion when communicating with patients providing information and insurance details.

3. Make a budget

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

   • Location. For example, outpatient admitting clerks' average salary in mississippi is 43% less than in connecticut.
   • Seniority. Entry-level outpatient admitting clerks 39% less than senior-level outpatient admitting clerks.
   • Certifications. An outpatient admitting clerk 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 outpatient admitting clerk's salary.

   Average outpatient admitting clerk salary

   $15.56hourly

   $32,375 yearly

   ---

   Entry-level outpatient admitting clerk salary

   $25,000 yearly salary

   Updated December 16, 2025

4. Writing an outpatient admitting clerk job description

   An outpatient admitting clerk 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 an outpatient admitting clerk job description:

   Outpatient admitting clerk job description example

   Outpatient Admitting Clerk PRN-2201125Job: Administrative and Clerical SupportPrimary Location: TN-Tullahoma-Vanderbilt Tullahoma-Harton Hospital (VTHH) Organization: Admitting 262341Shift: 7pm - 7amDescription Outpatient Admitting Clerk - PRN
   # 2201125
   
   JOB SUMMARY:
   Is responsible for registering all patients receiving services from VUMC including gathering and entering information to complete registration, obtaining signatures, and collecting applicable patient liability on accounts.
   
   Position Shift:
   
   7 PM- 7 AM
   
   KEY RESPONSIBILITIES:
   
   Registering all patients according to policies and procedures established by the hospital.
   Obtaining signatures of patient and/or guarantor for all required forms.
   Document appropriate logs pertaining to the registration area assigned regarding patient name and arrival time.
   Effectively communicating with the patients of the eligibility/benefits/estimated patient portion upon insurance verification.
   Thoroughly documenting the account upon registration as well as collection efforts taken.
   Acknowledging patients and family members presenting to the registration areas promptly and in a professional manner.
   Responsible for maintaining all information confidentially in accordance to HIPAA (Health Insurance Portability and Accountability Act) guidelines.
   
   Discover Vanderbilt University Medical Center:
   Located in Nashville, Tennessee, and operating at a global crossroads of teaching, discovery and patient care, VUMC is a community of individuals who come to work each day with the simple aim of changing the world. It is a place where your expertise will be valued, your knowledge expanded and your abilities challenged. It is a place where your diversity - of culture, thinking, learning and leading - is sought and celebrated. It is a place where employees know they are part of something that is bigger than themselves, take exceptional pride in their work and never settle for what was good enough yesterday. Vanderbilt's mission is to advance health and wellness through preeminent programs in patient care, education, and research.
   
   Vanderbilt Harton Hospital:
   Our 135-bed facility is accredited by The Joint Commission and features an accredited Chest Pain Center.
   Acquired by Vanderbilt Health in 2021, the hospital has served Tullahoma, Coffee County, and surrounding counties for more than 50 years. With more than 100 doctors and 500 hospital staff, Vanderbilt Tullahoma-Harton Hospital delivers personalized, high-quality health care close to home, offering a comprehensive range of services in a modern, patient-friendly environment
   Our goal is to create an exceptional experience for our patients and their families: keeping them safe, delivering evidence-based medicine, and treating them with kindness and respect.
   Click here for more information: www.VanderbilttullahomahartonHospital.com
   
   VUMC Recent Accomplishments
   Because we are committed to providing the best in patient care, education and research, we are proud of our recent accomplishments:
   
   US News & World Report: #1 Adult Hospital in Tennessee and metropolitan Nashville, named to the Best Hospitals Honor Roll of the top 20 adult hospitals, 10 nationally ranked adult specialty programs, with 3 specialties rated in the top 10 nationally, Monroe Carell Jr. Children's Hospital at Vanderbilt named as one of the Best Children's Hospital in the nation, with 10 out of 10 pediatric specialties nationally ranked.
   Healthcare's Most Wired: Among the nation's 100 “most-wired” hospitals and health systems for its efforts in innovative medical technology.
   Becker's Hospital Review: named as one of the “100 Great Hospitals in America”, in the roster of 100 Hospitals and Health Systems with Great Oncology Programs and to its list of the 100 Hospitals with Great Heart Programs.
   The Leapfrog Group: One of only 10 children's hospitals in the to be named at Leapfrog Top Hospital.
   American Association for the Advancement of Science: The School of Medicine has 112 elected fellows
   Magnet Recognition Program: Received our third consecutive Magnet designations.
   National Academy of Medicine: 22 members, elected by their peers in recognition of outstanding achievement
   Human Rights Campaign Healthcare Equality Index: 6th year in a row that Vanderbilt University Medical Center was a Leader in LGBTQ Healthcare Equality.
   
   Basic Qualifications
   High School Diploma or GED (or equivalent experience) and < 1 year registration and/or customer service experience
   
   Licensure, Certification, and/or Registration (LCR):
   Physical Requirements/Strengths needed & Physical Demands:
   
   Heavy Work category requiring exertion of 50 to 100 lbs. of force occasionally and/or up to 20 to 50 lbs. of force frequently and/or up to 10 to 20 lbs. of force continually to move objects.
   
   Movement
   
   Occasional: Sitting: Remaining in seated position
   Occasional: Carrying over 35 lbs: Transporting an object holding in hands, arms or shoulders, with help of coworkers or assistive device.
   Frequent: Bending/Stooping: Trunk bending downward and forward by bending spine at waist requiring full use of lower extremities and back muscles
   Frequent: Lifting over 35 lbs: Raising and lowering objects from one level to another, includes upward pulling over 35 lbs, with help of coworkers or assistive device
   Frequent: Climbing: Ascending or descending stairs/ramps using feet and legs and/or hands and arms.
   Frequent: Kneeling:Bending legs at knees to come to rest on knee or knees.
   Frequent: Crouching/Squatting: Bending body downward and forward by bending legs and spine.Reaching above shoulders: Extending arms in any direction above shoulders.
   Frequent: Walking: Moving about on foot.
   Frequent: Lifting under 35 lbs: Raising and lowering objects under 35 lbs from one level to another
   Frequent: Carrying under 35 lbs: Transporting an object holding in hands, arms or shoulders, with help of coworkers or assistive device.
   Frequent: Push/Pull: Exerting force to move objects away from or toward.
   Frequent: Standing: Remaining on one's feet without moving.
   
   Sensory
   
   Continuous: Communication: Expressing or exchanging written/verbal/electronic information.
   Continuous: Auditory: Perceiving the variances of sounds, tones and pitches and able to focus on single source of auditory information
   Continuous: Vision: Clarity of near vision at 20 inches or less and far vision at 20 feet or more with depth perception, peripheral vision, color vision.
   
   Environmental Conditions
   
   Continuous: Pathogens: Risk of exposure to bloodborne pathogens and other contagious illnesses.

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5. Post your job

   To find outpatient admitting clerks for your business, try out a few different recruiting strategies:

   • Consider internal talent. One of the most important talent pools for any company is its current employees.
   • Ask for referrals. Reach out to friends, family members, and your current work to ask if they know any outpatient admitting clerks they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit entry-level outpatient admitting clerks with the right educational background.
   • Social media platforms. LinkedIn, Facebook, and Twitter have more than 3.5 billion users, and they're a great place for company branding and reaching potential job candidates.

   Post your job online:

   • Post your outpatient admitting clerk job on Zippia to find and recruit outpatient admitting clerk candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   Your first interview with outpatient admitting clerk 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. You can move on to the technical interview if a candidate is good enough for the next step.

   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 outpatient admitting clerk

   Once you have selected a candidate for the outpatient admitting clerk 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 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 outpatient admitting clerk first day, you should share an onboarding schedule with them that covers their first period on the job. You should also quickly complete any necessary paperwork, such as employee action forms and onboarding documents like I-9, benefits enrollment, and federal and state tax forms. Finally, Human Resources must ensure a new employee file is created for internal record keeping.

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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