How to hire a paraprofessional aide

How to hire a paraprofessional aide, step by step

Here's a step-by-step paraprofessional aide hiring guide:

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

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1. Identify your hiring needs

   The paraprofessional aide 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 paraprofessional aide's background is also an important factor in determining whether they'll be a good fit for the position. For example, paraprofessional aides 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 paraprofessional aides.

   Type of Paraprofessional Aide	Description	Hourly rate
   Paraprofessional Aide	Teacher assistants work under a teacher’s supervision to give students additional attention and instruction.	$11-17
   Student Internship	Student interns are student trainees in a company. They undergo on-the-job training as it may be required by their degree program in order to graduate... Show more	$10-21
   Para Educator	Paraeducators' primary role is to provide students with extra guidance and support outside or inside the classroom. They are also called paraprofessional educators or teaching assistants who are expected to support teachers... Show more	$11-18

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Instructional Materials
   • Public Schools
   • Behavioral Issues
   • Creole
   • Mathematics
   • Learning Environment
   • IEP
   • Classroom Management
   • ABA
   • Behavior Management
   • CPR
   • CPI
   • Kindergarten
   • Social Studies

   Check all skills

   Responsibilities:

   • Manage behavior and teach mathematics in charter school specializing in educating children with autism and other learning and developmental disorders
   • Gain experience using lifts and orthopedic devices such as walkers, Rifton chairs, wheelchairs, and standers.
   • Work with individual students or small groups to reinforce learning materials or skills introduce and outline by certify instructor and/or IEP.
   • Work closely with the classroom teacher to ensure that individualize programs are being follow and progress towards IEP goals is met.
   • Provide intervention of mathematics and reading.
   • Assist in establishing unique programs and initiatives for students, para-professional educators, and substitutes in both academic and occupational environments.

3. Make a budget

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

   • Location. For example, paraprofessional aides' average salary in iowa is 31% less than in new york.
   • Seniority. Entry-level paraprofessional aides 33% less than senior-level paraprofessional aides.
   • Certifications. A paraprofessional aide 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 paraprofessional aide's salary.

   Average paraprofessional aide salary

   $14.37hourly

   $29,897 yearly

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   Entry-level paraprofessional aide salary

   $24,000 yearly salary

   Updated January 27, 2026

4. Writing a paraprofessional aide job description

   A paraprofessional aide 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 a paraprofessional aide job description:

   Paraprofessional aide job description example

   Hourly Wage: $16.00 - $17.75

   ABOUT THE POSITION

   Chrysalis is seeking to hire a Caregiver in the Salt Lake area. This position helps support individuals with intellectual and developmental disabilities to become more independent, have fun, and build relationships. You will care for them at their own home, as well as participate in fun activities in the community. Our caregivers gain valuable experience in the human services field and will be given many opportunities to advance within the organization.

   What is it like to be a caregiver for Chrysalis?

   Here is what you might expect to do on a typical day:

   • Teach an individual how to cook a meal
   • Aid in budgeting and planning
   • Model appropriate behaviors
   • Attend fun activities such as going to the movies, bowling, car rides, zoo visits, sporting events, video games etc.
   • Help the individuals stay physically active and exercise

   QUALIFICATIONS

   • Must be at least 18 years of age.
   • Must be able to pass a drug test and background check.
   • No prior experience working with individuals with disabilities is necessary to apply for this position. We train all of our caregivers to give meaningful support to the individuals we serve.

   AVAILABLE SHIFTS

   We are hiring full time and part time positions. Options include grave shifts , day shifts , and evening shifts. We have some flexibility with these shifts so we will discuss availability during the interview.

   BENEFITS

   Chrysalis also offers competitive benefits to full time employees including:

   • Paid time off (vacation and sick)
   • Medical, dental, and vision insurance
   • 401k

   #IND123

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5. Post your job

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

6. Interview candidates

   To successfully recruit paraprofessional aides, 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. 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 paraprofessional aide

   Once you've selected the best paraprofessional aide 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.

   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.

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