How to hire a patient resource coordinator

How to hire a patient resource coordinator, step by step

Here's a step-by-step patient resource coordinator hiring guide:

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

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1. Identify your hiring needs

   First, determine the employments status of the patient resource coordinator you need to hire. Certain patient resource coordinator 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 patient resource coordinator 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 patient resource coordinator that fits the bill.

   The following list breaks down different types of patient resource coordinators and their corresponding salaries.

   Type of Patient Resource Coordinator	Description	Hourly rate
   Patient Resource Coordinator	Customer service representatives interact with customers to handle complaints, process orders, and provide information about an organization’s products and services.	$20-36
   Registration Representative	In medical facilities, a registration representative serves as the patients' first point of contact in clinics and hospitals. They primarily greet patients, identify their needs, gather personal and medical information, and assist them in filling out forms... Show more	$12-20
   Patient Liaison	Patient Liaisons are intermediaries addressing concerns on behalf of patients and families working in tandem with the hospital administrator. They are responsible for gathering data regarding patient care issues and inquiries, assessing patient well-being, suggesting improvements, and interpreting hospital service, policies, and procedures to patients and families... Show more	$11-20

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Patient Flow
   • Patient Data
   • Patient Registration
   • Medicaid

   Responsibilities:

   • Maintain national staffing Microsoft SharePoint site in order to manage staffing requisitions and available resources for business needs
   • Participate in new manager training rotations, including creating and presenting PowerPoint presentations, coordinating web conferences and maintaining operational standards.
   • Process radiology referrals, and obtain all necessary information from the patient and provider to ensure accuracy and completeness of referral.

3. Make a budget

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

   • Location. For example, patient resource coordinators' average salary in arkansas is 46% less than in new york.
   • Seniority. Entry-level patient resource coordinators 44% less than senior-level patient resource coordinators.
   • Certifications. A patient resource coordinator 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 patient resource coordinator's salary.

   Average patient resource coordinator salary

   $56,904yearly

   $27.36 hourly rate

   ---

   Entry-level patient resource coordinator salary

   $42,000 yearly salary

   Updated January 23, 2026

4. Writing a patient resource coordinator job description

   A job description for a patient resource coordinator role includes a summary of the job's main responsibilities, required skills, and preferred background experience. Including a salary range can also go a long way in attracting more candidates to apply, and showing the first name of the hiring manager can also make applicants more comfortable. As an example, here's a patient resource coordinator job description:

   Patient resource coordinator job description example

   US-OR-Portland
   
   Type: Regular Full-Time
   Unity
   
   Overview
   
   

   We continue our commitment to raise the bar on the quality of behavioral health care provided to those in our community who suffer from mental illness. Finding the best people to join our team is crucial in meeting our goals. If you thrive in a team environment and you want to contribute to the safe and efficient flow of patients, join us as we build an integrated, qualified team dedicated to behavioral health.

   In collaboration with Unity Center leadership, Crisis Intervention and Social Work teams, we'll rely on you to coordinate details to ensure an effective patient discharge . Your exemplary work will reflect the values of teamwork, respect and compassion, effective use of resources, and initiative that are inherent to an organization committed to making life better for others.

   
   
   Responsibilities
   
   

   The Patient Resource Coordinator is responsible for actualizing the transition plan developed by the Crisis Intervention Specialist (CIS) and Social Work teams for patients discharging from Unity services; providing routine updates to the appropriate teams regarding community resource changes; assists providing patients with flexible service items, including setting up phones; and manages and provides Medicare patients with an Important Message from Medicare (IMM). This position provides primary support to Crisis Intervention Specialist and Social Work teams. Secondary support may include other teams within the department as needed.

   
   
   Qualifications
   
   

   Education:

   BS/BA in a Behavioral Science field, or equivalent experience, required.

   Experience:

   1 year of case management, discharge planning, or care coordination in a community mental health organization, primary care or other healthcare work environment.

   Skills:

   Strong organizational skills

   Knowledge of community resources and the social service delivery system,

   Excellent organization, oral, and written communication skills for effective interaction with patients, their support persons, physicians, and staff

   Ability to foster communication and build relationships among the treatment team

   Excellent time management skills

   Computer literate and ability to utilize Microsoft programs

   Data management

   Initiate coordination

   Investigate and create new referral pathways.

   LEGACY'S VALUES IN ACTION:

   Follows guidelines set forth in Legacy's Values in Action.

   Equal Opportunity Employer/Vet/Disabled

   
   
   

   PI193293921

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5. Post your job

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

6. Interview candidates

   Your first interview with patient resource coordinator 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 patient resource coordinator

   Once you have selected a candidate for the patient resource coordinator 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.

   You should also follow up with applicants who don't get the job with an email letting them know that you've filled the position.

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