How to hire a reconciliation clerk

How to hire a reconciliation clerk, step by step

Here's a step-by-step reconciliation clerk hiring guide:

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

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1. Identify your hiring needs

   First, determine the employments status of the reconciliation clerk you need to hire. Certain reconciliation clerk 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 reconciliation clerk's background is also an important factor in determining whether they'll be a good fit for the position. For example, reconciliation clerks 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 presents reconciliation clerk salaries for various positions.

   Type of Reconciliation Clerk	Description	Hourly rate
   Reconciliation Clerk	Bookkeeping, accounting, and auditing clerks produce financial records for organizations. They record financial transactions, update statements, and check financial records for accuracy.	$12-18
   Bookkeeper	Bookkeepers are employees who are in charge of the company's general ledger. They are well-versed in basic accounting principles, and they apply these in their work... Show more	$14-25
   Charge Bookkeeper	A full charge bookkeeper's primary job is to manage and handle all the accounts of a small or medium-sized business. They are responsible for overseeing the accounting duties for a company, including billing customers, preparing bank statements and tax returns, and processing timesheets... Show more	$17-27

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Reconciliations
   • General Ledger Accounts
   • Bank Deposits
   • Journal Entries
   • Financial Statements
   • Bank Accounts
   • Credit Card Payments
   • Wire Transfers
   • Customer Accounts
   • PeopleSoft
   • ATM
   • Lockbox
   • Computer System
   • Input Documentation

   Check all skills

   Responsibilities:

   • Manage finance operations of assign USPS location.
   • Prepare monthly journal entries and reconciliations using computerize spreadsheets for balance sheet and income statement accounts.
   • Switch all paper checks to EFT's.
   • Start in the lockbox department.
   • Encode and balance banking transactions.
   • Encode checks for processing on NCR proof machine.

3. Make a budget

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

   • Location. For example, reconciliation clerks' average salary in west virginia is 44% less than in district of columbia.
   • Seniority. Entry-level reconciliation clerks earn 32% less than senior-level reconciliation clerks.
   • Certifications. A reconciliation clerk 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 reconciliation clerk's salary.

   Average reconciliation clerk salary

   $15.24hourly

   $31,698 yearly

   ---

   Entry-level reconciliation clerk salary

   $26,000 yearly salary

   Updated December 17, 2025

4. Writing a reconciliation clerk job description

   A job description for a reconciliation clerk 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 reconciliation clerk job description:

   Reconciliation clerk job description example

   Job Functions, Duties, Responsibilities and Position Qualifications:
   
   ESSENTIAL FUNCTIONS
   Receive and sort medical samples by specialty type for laboratory testing.Reconcile all specimens received.Verify the number of bags and jars and the type of specimens received against the courier's manifest.Discrepancies will be brought to the attention of the driver, the laboratory supervisor and the Logistics manager and will be noted on the “Reconciliation Discrepancy Log”.Enter this information in SpecRec lab flow application by scanning each requisition or manually entering in absence of barcode, printing a recon ID if no bar code is present or the bar code is not working.After verification, jars are placed in a segmented bin in their own pigeon hole. The specimens are identified and triage by specimen type.Once the appropriate bin is full they are placed on central counter for the data entry clerks for accessioning.Must be able to identify samples that are not processed in-house, but are forwarded to a third party reference laboratory (Send Out).Capable of processing send-back and confirmation specimens. This includes specimens that were either sent to CBLPath in error, received unlabeled or questionable.Perform begin and end of work task according to the Pre-Technical SOPScan requisition and second opinions reports into OnBase as needed.Run reports for Requisition and Specimen check in at reconciliation accountability.Good problem solving skills needed.Perform other duty as assigned and directed by your supervisor or manager not limited to data entry
   
   PERFORMANCE MEASUREMENTS
   Accurately and efficiently enter in all discrepancy, patient, physician and specimen information in driver manifest, air bill, reconciliation discrepancy log, client web, and lab manager.Ability to key recognizes requisitions, and arrange according to their product lines.Maintain an overall error rate less than 1%.Understanding of medical terminology.Follow all laboratory safety and housekeeping procedures.Follow all compliance, regulatory and laboratory policies and procedures.
   
   POSITION REQUIRMENTS
   High School Diploma.Ability to type 40 wpm.Must have strong organizational and time management skills as well as strong proofing skills.
   
   DESIRED
   Detail oriented Ability to operate standard office equipment which includes menu-driven computer workstations, computer printers, office mailing machines, fax machines and basic laboratory equipment Able to multitask and strong time management skills
   
   PHYSICAL DEMANDS AND WORK ENVIRONMENT
   The physical demands and work environment characteristics described here are representative of those that must be met by an employee to successfully performance to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
   Physical demands: While performing duties do the job, employee is occasionally required to stand, walk, sit, use hands and fingers, handle or feel objects and tools. Reach with hands and arms; talk and hear. Employee must occasionally lift up to 50 pounds. Ability to distinguish and identify different colors. Ability to see clearly 20 inches or less and see clearly 20 feet or more.Work environment: Work space is well lighted, temperature controlled work area. Work area may be cramped in size at times. Interruptions and changes in priorities are apt to occur and employee must be able to work effectively, efficiently and cheerfully under these conditions. The noise level in the work area environment is usually moderately quiet.
   
   1. Blood-borne Pathogens: 1
   2. Chemicals: 1
   3. Radiation: 3
   
   Key: 1 = High risk of exposure (direct contact) 2 = Moderate risk of exposure (indirect contact) 3= Low risk of exposure (rare or no contact)
   
   Scheduled Weekly Hours:
   40
   
   Work Shift:
   
   Company:
   CBL Path, Inc.
   
   Sonic Healthcare USA is an equal opportunity employer that celebrates diversity and is committed to an inclusive workplace for all employees. We prohibit discrimination and harassment of any kind based on race, color, sex, religion, age, national origin, disability, genetics, veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state, or local laws.

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5. Post your job

   To find the right reconciliation clerk for your business, consider trying out a few different recruiting strategies:

   • Consider internal talent. One of the most important sources of talent for any company is its existing workforce.
   • Ask for referrals. Reach out to friends, family members, and current employees and ask if they know or have worked with reconciliation clerks they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit reconciliation clerks who meet your education requirements.
   • Social media platforms. LinkedIn, Facebook and Twitter now have more than 3.5 billion users, and you can use social media to reach potential job candidates.

   Post your job online:

   • Post your reconciliation clerk job on Zippia to find and attract quality reconciliation clerk candidates.
   • Use niche websites such as efinancialcareers, financialjobsweb.com, careerbank, financial job bank.
   • Post a job on free websites.

6. Interview candidates

   Recruiting reconciliation clerks 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 reconciliation clerk

   Once you've found the reconciliation clerk 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.

   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 reconciliation clerk. 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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