How to hire a position classification specialist

How to hire a position classification specialist, step by step

Here's a step-by-step position classification specialist hiring guide:

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

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1. Identify your hiring needs

   The position classification specialist 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

   You should also consider the ideal background you'd like them a position classification specialist 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 position classification specialist that fits the bill.

   Here's a comparison of position classification specialist salaries for various roles:

   Type of Position Classification Specialist	Description	Hourly rate
   Position Classification Specialist	Compensation, benefits, and job analysis specialists conduct an organization’s compensation and benefits programs. They also evaluate position descriptions to determine details such as a person’s classification and salary.	$13-36
   Benefits Advisor	A benefits advisor specializes in devising benefits programs and strategies for a workforce, ensuring they are well-compensated for their hard work. Typically, their responsibilities revolve around performing research and analysis to identify the needs of employees in a company, studying the benefit programs of competitors, and assessing the existing programs while putting the company's welfare into consideration... Show more	$22-52
   Benefits & Payroll Administrator	The Benefits and Payroll Administrator manages the company's payroll, ensuring work benefits and employee documents are secure. The administrator also delivers employees' issues and concerns to the company's proper channels... Show more	$17-32

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Position Descriptions
   • Mental Health
   • Position Classification
   • FLSA
   • Classification Principles
   • Desk Audits
   • OPM
   • US Customs
   • Personnel Actions
   • Evaluation Statements
   • HR
   • Criminal History
   • Tariff Schedule
   • HTS

   Check all skills

   Responsibilities:

   • Develop and implement on online program using SharePoint to best manage employee performance appraisals effectively safeguarding documents from disaster.
   • Respond to congressional inquiries and EEO complaints.
   • Post position on the OPM web site also are the DEU expert.
   • Design Donaldson's global HTS website utilizing Microsoft SharePoint; providing one-stop resource hub housing tools and classification resources.
   • Follow FLSA guidelines for exempt and nonexempt employees when assigning FLSA codes.
   • Research and apply duties to international shipments, including FDA regulate items.

3. Make a budget

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

   • Location. For example, position classification specialists' average salary in montana is 59% less than in massachusetts.
   • Seniority. Entry-level position classification specialists 62% less than senior-level position classification specialists.
   • Certifications. A position classification specialist 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 position classification specialist's salary.

   Average position classification specialist salary

   $47,638yearly

   $22.90 hourly rate

   ---

   Entry-level position classification specialist salary

   $29,000 yearly salary

   Updated December 26, 2025

4. Writing a position classification specialist job description

   A position classification specialist 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 position classification specialist job description:

   Position classification specialist job description example

   This is an entry-level document classification position. Under supervision the individual will help to ensure that all documents/mail that is received is delivered to the various business areas within a timely manner. Learn to prioritize the processing of the documents/mail based on the various business needs. Demonstrate flexibility in regard to changes in daily routine, and work shift.
   Key Responsibilities
   
   Become proficient at Indexing & Quality Assuring documents. Become familiar with all imaging & mail procedures and processes. Learn to route all mail using specific keyword information to appropriate business areas. Learn how to navigate within Mainframe, based on the document(s) that are being processed. Independently track and record production volumes into a data base on a daily basis. Utilize Ultipro (Time Management Tool). Utilize Employee Engagement Tool for goal setting and monitoring.
   
   Qualifications/Requirements:
   
   Computer experience with Microsoft tools. Attention to detail and the ability to work efficiently under pressure is essential. Maintain confidentiality. Work independently in the absence of supervision. Understand and follow oral and written instructions. Communicate clearly and concisely, both orally and in writing. This position requires a background check and fingerprinting. Qualified candidates will have a minimum of a High School Diploma and other relevant experience is recommended. Ability to pass a background check
   
   National Life requires all new hires to record their vaccination status and, if applicable, submit acceptable proof of vaccination, within 3 business days of their start date.
   
   National Life Group® is a trade name of National Life Insurance Company, Montpelier, VT - founded in 1848, Life Insurance Company of the Southwest, Addison, TX - chartered in 1955, and their affiliates. Each company of National Life Group is solely responsible for its own financial condition and contractual obligations. Life Insurance Company of the Southwest is not an authorized insurer in New York and does not conduct insurance business in New York. Equity Services, Inc., Member FINRA/SIPC, is a Broker/Dealer and Registered Investment Adviser affiliate of National Life Insurance Company. All other entities are independent of the companies of National Life Group.
   
   Fortune 1000 status is based on the consolidated financial results of all National Life Group companies.
   
   National Life Group
   
   1 National Life Dr
   
   Montpelier, VT 05604
   
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5. Post your job

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

6. Interview candidates

   Your first interview with position classification specialist 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 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.

   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 position classification specialist

   Once you've found the position classification specialist candidate you'd like to hire, it's time to write an offer letter. This should include an explicit job offer that includes the salary and the details of any other perks. Qualified candidates might be looking at multiple positions, so your offer must be competitive if you like the candidate. Also, be prepared for a negotiation stage, as candidates may way want to tweak the details of your initial offer. Once you've settled on these details, you can draft a contract to formalize your agreement.

   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.

   After that, you can create an onboarding schedule for a new position classification specialist. Human Resources and the hiring manager should complete Employee Action Forms. Human Resources should also ensure that onboarding paperwork is completed, including I-9s, benefits enrollment, federal and state tax forms, etc., and that new employee files are 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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