How to hire a psychometrist

How to hire a psychometrist, step by step

Here's a step-by-step psychometrist hiring guide:

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

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1. Identify your hiring needs

   First, determine the employments status of the psychometrist you need to hire. Certain psychometrist 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

   A psychometrist's background is also an important factor in determining whether they'll be a good fit for the position. For example, psychometrists 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 psychometrist salaries for various roles:

   Type of Psychometrist	Description	Hourly rate
   Psychometrist	Psychologists study cognitive, emotional, and social processes and behavior by observing, interpreting, and recording how people relate to one another and their environments.	$28-64
   Behavioral Scientist	A behavioral scientist specializes in studying human behavior and interactions with various organisms. As a behavioral scientist, they are responsible for conducting studies, planning procedures according to research requirements, gathering and analyzing data, conducting surveys and interviews, and observing subjects... Show more	$24-65
   Social Scientist	A social scientist conducts studies and spearheads research projects that focus on society and human behavior. Although the extent of their responsibilities varies upon their industry or institution of employment, it usually includes planning procedures according to research requirements, identifying and coordinating with research subjects, conducting surveys and interviews, and gathering and analyzing various data... Show more	$20-55

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Patients
   • Test Results
   • Patient Care
   • Mental Health
   • Autism
   • Test Data
   • Rehabilitation
   • Data Entry
   • Test Materials
   • Traumatic Brain Injury
   • Test Administration
   • Standardized Testing
   • ADHD
   • Psychological Evaluations

   Check all skills

   Responsibilities:

   • Offer consultation during IEP development and implementation as well as on classroom behavioral management techniques.
   • Prepare psychological and status reports for IEP and cooperatively work with other school service providers to ensure effectiveness.
   • Complete comprehensive psychological, autism, neuropsychological, attention- deficit/hyperactivity disorder and learning disability evaluations.
   • Complete comprehensive psychological, autism, neuropsychological, attention- deficit/hyperactivity disorder and learning disability evaluations.

3. Make a budget

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

   • Location. For example, psychometrists' average salary in hawaii is 52% less than in district of columbia.
   • Seniority. Entry-level psychometrists 56% less than senior-level psychometrists.
   • Certifications. A psychometrist 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 psychometrist's salary.

   Average psychometrist salary

   $89,483yearly

   $43.02 hourly rate

   ---

   Entry-level psychometrist salary

   $59,000 yearly salary

   Updated January 20, 2026

4. Writing a psychometrist job description

   A psychometrist 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 psychometrist job description:

   Psychometrist job description example

   Responsibilities
   Administer and score standardized psychological tests and measures under the supervision of a licensed psychologist for assigned department or program. Tests may include cognitive, academic, and neuropsychological tests selected by supervising psychologist. Evaluate, manage and record patient behaviors; assemble test data and calculate summary scores. Score tests and report findings to psychologist for interpretation.
   #LI-JT1
   Requirements
   Required Education/Experience: - Bachelor's degree in Psychology or related field - At least 6 months experience in administration of psychological and neuropsychological tests to children Required Credentials: - N/A Preferred: - Experience in a pediatric medical setting - Experience in administration of psychological and neuropsychological tests to children - CSP Certified Specialist in Psychometry
   In accordance with new Washington law for healthcare workers, Seattle Children's requires that all staff be fully vaccinated against COVID-19 on or before October 18, 2021, or before beginning employment for start dates after October 18th.
   About Us
   Hope. Care. Cure. These three simple words capture what we do at Seattle Children's -- to help every child live the healthiest and most fulfilling life possible. Are you ready to engage with a mission-driven organization that is life-changing to many, and touches the hearts of all? #HOPECARECURE
   Our founding promise to the community is as valid today as it was over a century ago: we will care for all children in our region, regardless of the families' ability to pay. Together, we deliver superior patient care, advance new discoveries and treatments through pediatric research, and serve as the pediatric and adolescent, academic medical center for Washington, Alaska, Montana and Idaho - the largest region of any children's hospital in the country.
   In 2022, U.S. News & World Report once again ranked Seattle Children's among the nation's best children's hospitals - for the 30th year in a row. For more than a decade, Seattle Children's has been nationally ranked in all 10 specialty areas evaluated by U.S. News & World Report. We are honored to be the top-ranked pediatric hospital in Washington and the Pacific Northwest.
   As a Magnet designated institution, and classified among America's best large employers by Forbes, we recognize the importance of hiring and developing great talent to provide best-in-class care to the patients and families we serve. Our organizational DNA takes form in our core values: Compassion, Excellence, Integrity, Collaboration, Equity and Innovation. Whether it's delivering frontline care to our patients in a kind and caring manner, practicing the highest standards of quality and safety, or being relentlessly curious as we work towards eradicating childhood diseases, these values are the fabric of our culture and community. The future starts here.
   Covid-19 VaccinationIn accordance with Washington state law, Seattle Children's requires that all employees be fully vaccinated against COVID-19. All offers are contingent and your vaccine status will be verified at onboarding.
   Our Commitment to Diversity
   Our community welcomes diverse experiences, backgrounds, and thoughts as this is what drives our spirit of inquiry and allows us to better connect with our increasingly diverse patients and families. Our organization recruits, employs, trains, compensates, and promotes without regard to race, religion, color, national origin, gender (including pregnancy, childbirth, or related medical conditions), sexual orientation, gender identity, gender expression, age, status as a protected veteran, status as an individual with a disability, or other applicable legally protected characteristics.
   The people who work at Seattle Children's are members of a community that seeks to respect and celebrate all the qualities that make each of us unique. Each of us is empowered to be ourselves within this community, which cultivates and promotes equity, diversity, and inclusion at all levels.
   Seattle Children's is proud to be an Equal Opportunity Workplace and Affirmative Action Employer.PDN-9780c66c-a982-4f20-958a-149ee623403b

   Copy this example

   

5. Post your job

   To find psychometrists 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 psychometrists they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit entry-level psychometrists 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 psychometrist job on Zippia to find and recruit psychometrist candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   Recruiting psychometrists requires you to bring your A-game to the interview process. The first interview should introduce the company and the role to the candidate as much as they present their background experience and reasons for applying for the job. During later interviews, you can go into more detail about the technical details of the job and ask behavioral questions to gauge how they'd fit into your current company culture.

   Remember to include a few questions that allow candidates to expand on their strengths in their own words. Asking about their unique skills might reveal things you'd miss otherwise. At this point, good candidates 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 psychometrist

   Once you've selected the best psychometrist 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 also important to follow up with applicants who do not get the job with an email letting them know that the position is filled.

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