How to hire a pharmacology professor

How to hire a pharmacology professor, step by step

Here's a step-by-step pharmacology professor hiring guide:

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

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1. Identify your hiring needs

   Before you post your pharmacology professor 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 a pharmacology professor 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

   A pharmacology professor's background is also an important factor in determining whether they'll be a good fit for the position. For example, pharmacology professors 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.

   Here's a comparison of pharmacology professor salaries for various roles:

   Type of Pharmacology Professor	Description	Hourly rate
   Pharmacology Professor	Postsecondary teachers instruct students in a wide variety of academic and career and technical subjects beyond the high school level. They also conduct research and publish scholarly papers and books.	$48-347
   Nutrition Educator	A Nutrition Educator promotes healthy lifestyles through developing and implementing dietary care plans and providing nutritional counseling. They advise patients and clients on nutritional principles, diet modifications, and food selection and preparation.	$12-20
   Health And Physical Education Teacher	Health And Physical Education Teachers help young people lead healthy lifestyles. They organize games and challenges that promote physical activity for children and young adults.	$15-31

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Graduate Programs
   • Internal Medicine

   Responsibilities:

   • Review of primary and secondary cardiovascular trials evaluating aspirin for FDA statement regarding aspirin trials.
   • Develop contextually sensitive evidence aggregation methods from patient records that consider whole patients over time, rather than just linguistic correctness.
   • Create many Mathematica movies to help students understand important concepts in calculus.

3. Make a budget

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

   • Location. For example, pharmacology professors' average salary in south carolina is 38% less than in oregon.
   • Seniority. Entry-level pharmacology professors earn 86% less than senior-level pharmacology professors.
   • Certifications. A pharmacology professor 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 pharmacology professor's salary.

   Average pharmacology professor salary

   $269,686yearly

   $129.66 hourly rate

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   Entry-level pharmacology professor salary

   $100,000 yearly salary

   Updated December 16, 2025

4. Writing a pharmacology professor job description

   A pharmacology professor 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 pharmacology professor job description:

   Pharmacology professor job description example

   Research - 40%
   
   * Continuous growth and enhancement of a cutting-edge, well-funded research program focused on systems-based mechanistic and pharmacological study of Alzheimer's Disease or other related neurological and psychiatric disorders, which provides opportunity for training graduate, post-doctoral, and qualified undergraduate students.
   * Development of strong research relationships between the Department and other units on the Lawrence and the Medical Center Campus as well as appropriate public, private, or government institutions and agencies.
   * Advance the Department and School's role in the Bioscience and Technology Business Center (BTBC) on the Lawrence Campus and the Institute for Advancing Medical Innovation (IAMI) on the KUMC Campus.
   
   Teaching - 40%
   
   * Active participation in teaching graduate students in the Department of Pharmacology & Toxicology and professional pharmacy students in the PharmD program
   
   Service - 20%
   
   * Committee and task force commitments at the Department, School and University level as well as at the national and international level.
   * Support, encourage and communicate effectively across cultural boundaries and work harmoniously with diverse groups of students, faculty and staff.
   
   Required Qualifications
   
   * Ph.D., M.D. or D.V.M. and research training in systems pharmacology, or a closely related field.
   * Rank of Full Professor with tenure.
   * An extensive publication history describing original research in leading publications. The number and quality of articles must demonstrate a sustained commitment to excellence and productivity.
   * An extensive history of national/international presentations.
   * A history of consistent research funding at a high level, including federal funding sources.
   
   Preferred Qualifications
   
   * A distinguished record of accomplishment commensurate with nomination for a Distinguished Professorship within the University.
   * Sustained record of teaching excellence (undergraduate and graduate), as indicated by student and peer evaluations, mentoring of students who have moved on to positions of responsibility, receipt of teaching awards or recognition
   * Research expertise in a systems-based approach to Alzheimer's Disease or a closely related neuroscience area.
   * Multiple patent holder, with products commercialized
   * Evidence of leadership roles in national/international organizations
   * Service as an editor

   Copy this example

   

5. Post your job

   There are various strategies that you can use to find the right pharmacology professor 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.

   To find pharmacology professor candidates, you can consider the following options:

   • Post your job opening on Zippia or other job search websites.
   • Use niche websites that focus on engineering and technology jobs, such as k12jobspot, learn4good, serious teachers, teachingjobs.com.
   • Post your job on free job posting websites.

6. Interview candidates

   Your first interview with pharmacology professor 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.

   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 pharmacology professor

   Once you've selected the best pharmacology professor 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.

   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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