How to hire a screener

How to hire a screener, step by step

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

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

What does a screener do?

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1. Identify your hiring needs

   The screener 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

   A screener's background is also an important factor in determining whether they'll be a good fit for the position. For example, screeners 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 shows salaries for various types of screeners.

   Type of Screener	Description	Hourly rate
   Screener		$12-23
   Transportation Security Officer	A transportation security officer is responsible for implementing public transportation security measures, such as in airports, train stations, and bus terminals. Under the supervision of a senior officer, they primarily screen commuters and cargo before entering premises or any vehicles, prohibit dangerous items, manage checkpoints, and respond to any signs or calls of distress... Show more	$13-21

2. Create an ideal candidate profile

   Common skills:

   • Customer Service
   • Vital Signs
   • Infection Control
   • Patients
   • Regulatory Guidelines
   • Data Entry
   • CPR
   • OSHA
   • Troubleshoots Issues
   • Outpatient Appointments
   • HIPAA
   • Social Work
   • Mental Health
   • Hospital Policies

   Check all skills

   Responsibilities:

   • Work directly for the supervisor managing the jobs run.
   • Participate in HIPAA training and CPR certification.
   • Process insurance claims and appeals.
   • Experience use of CTX machine.
   • Operate computer tomography xray, CTX machine.
   • Maintain liaison with airport FSD and FTC.

   More screener duties

3. Make a budget

   Including a salary range in your screener job description helps attract top candidates to the position. A screener salary can be affected by several factors, such as geography, experience, seniority, certifications, and the prestige of the hiring company.

   For example, the average salary for a screener in Louisiana may be lower than in Alaska, and an entry-level screener usually earns less than a senior-level screener. Additionally, a screener with certifications may command a higher salary, and working for a well-known company or start-up may also impact an employee's pay.

   Average screener salary

   $36,366yearly

   $17.48 hourly rate

   ---

   Entry-level screener salary

   $26,000 yearly salary

   Updated January 23, 2026

   Average screener salary by state

   Rank	State	Avg. salary	Hourly rate
   1	Washington	$45,058	$22
   2	New Jersey	$41,063	$20
   3	New York	$40,683	$20
   4	California	$40,181	$19
   5	North Dakota	$40,131	$19
   6	Illinois	$39,631	$19
   7	Ohio	$38,497	$19
   8	Michigan	$37,630	$18
   9	Indiana	$37,443	$18
   10	Maine	$37,240	$18
   11	Wisconsin	$36,640	$18
   12	Oregon	$36,109	$17
   13	Colorado	$36,002	$17
   14	Iowa	$35,711	$17
   15	Montana	$35,174	$17
   16	Tennessee	$32,816	$16
   17	Missouri	$32,247	$16
   18	Utah	$32,244	$16
   19	Arizona	$31,343	$15
   20	Texas	$30,709	$15

   Average screener salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	Mount Sinai Health System	$59,337	$28.53	1
   2	The Brooklyn Hospital Center	$57,390	$27.59
   3	Apple	$55,178	$26.53
   4	City of Seattle	$53,569	$25.75
   5	University of California-Berkeley	$50,128	$24.10
   6	JPMorgan Chase & Co.	$49,135	$23.62
   7	Salt Lake County	$48,076	$23.11
   8	The SSI Group	$48,038	$23.10	2
   9	UC Santa Barbara	$47,070	$22.63
   10	Inter-Con Security Systems	$46,298	$22.26
   11	Peachtree Orthopedics	$45,745	$21.99
   12	City of Hampton	$45,012	$21.64	1
   13	MAKO Surgical	$44,788	$21.53
   14	United Service Technologies	$44,443	$21.37
   15	Quad	$44,078	$21.19	3
   16	HUB International	$43,043	$20.69
   17	PepsiCo	$42,945	$20.65
   18	iHeartMedia	$41,906	$20.15
   19	PeaceHealth	$41,755	$20.07
   20	Health Alliance	$41,492	$19.95	1

4. Writing a screener job description

   A good screener job description should include a few things:

   • Summary of the role
   • List of responsibilities
   • Required skills and experience

   Including a salary range and the first name of the hiring manager is also appreciated by candidates. Here's an example of a screener job description:

   Screener job description example

   Medically trained and certified professional to assist with performing on-site medical screening specifically for COVID-19 as a means of prevention of spread within the facilities. Also, responsible for providing general assistance to professional and technical personnel rendering patient care.
   Essential Functions: 1. Monitor incoming employees, patients, contractors, and guests at screening stations and ensure each is screened before entering the facilities. 2. Screen employees and patients as they enter and leave the facility by asking a series of screening questions. 3. Complete temperature checks of each person/s entering by using a non-touch thermometer and interpret the temperature according to manufacturer instructions. 4. Report instances of positive and negative responses according to established protocols. 5. Coordinate with Center Manager and client as needed for individuals who are denied entering the building due to their temperature fail. 6. Ensure all entering facility have the appropriate face covering, provide to them if necessary. 7. Preloads, reviews charts and or EMR for scheduled patients before clinic starts. Ensures that needed lab or other results are in the EMR. 8. Schedules patient appointments. 9. Monitors appointment schedule to ensure low wait time, and that all patients are identified and not overlooked. 10. Escorts patient back to the exam room; updates the problem list and or history; obtains and records vital signs and reason for visit; prepares the patient for the provider. 11. Performs vision and hearing screens at the request of the provider. For routine visits, screenings should be done prior to the provider seeing the patient. 12. Assists provider with examination and/or procedures as appropriate. 13. Reviews EMR for lab orders, performs phlebotomy, and processes appropriate specimens for outside lab. Adheres to standards for appropriate collection of all specimens. 14. Orders lab supplies and performs in house lab tests as ordered by the provider. Performs Quality Control testing and documents in EMR and/or on Lab Quality Control forms, as appropriate. 15. Follows proper procedure to check and document expired vaccines, emergency equipment and records refrigerator temperatures for Vaccine and Labs; maintains medical supplies and vaccine inventory. 16. Performs Immunizations, EKG’s, pulse oximetry, peak flows, PPDs and other tests ordered by the provider. 17. Completes referrals, including preauthorization, as appropriate; assists case management by follow through of patient compliance with alerts. 18. Returns and follow up calls to patients for the provider. Provides follow up services as requested by the provider and/or as indicated by the needs of the patient. 19. Cleans and stocks examination rooms.
   20. Assists with completion of school forms, medical leave and disability forms for signature by the provider. 21. Documents telephone contacts with patients in EMR.
   Nonessential Functions: 22. Participates in team/staff meetings; attends in-service meetings and applicable workshops. 23. Performs any and all other duties necessary for patient care.
   Competencies: Quality Respect Professionalism Teamwork Commitment
   Supervisory Responsibility None
   Managerial Responsibilities None
   Minimum Qualifications 1. High School diploma, GED, or equivalent certification of competency. 2. Certificate of completion from an accredited Medical Assisting Program.
   Substitutions None
   Competencies Needed Accountability – Meets established expectations and takes responsibility for achieving results; encourages others to do the same.
   Communication – Listen and verbally in order to solve problems and provide information and direction, ensuring the experience is a positive one. Record issues and resolutions to maintain accurate records and data for further analysis by management.
   Organization – Effectively managing tasks and information and organize information to ensure a timely response to questions. Develops and uses systems to organize and keep track of information or work progress.
   Customer Focus – Connects meaningfully with customers to build emotional engagement and patient advocacy. Simplifies complexity and integrates internal efforts to deliver an optimal customer experience.
   Time Management - Understands what is required and prioritizes to get tasks/projects completed and establishes/implements an effective course of action (ex. establishes appropriate deadlines). Reprioritizes work efforts based on changing situations and emerging issues (e.g., in response to organizational, systems, and/or schedule changes).
   
   Work Environment This job operates in an outpatient office environment. This role is frequently exposed to {fumes or airborne particles, moving mechanical parts and vibration}, and high stress situations or events.
   Physical and Mental Demands 1. Ability to cope with stress. 2. The person in this position needs to occasionally move about inside the clinic. 3. Constantly operates a computer and other office productivity machinery, such as a calculator, copy machine and computer printer. 4. The person in this position frequently communicates with patients and/or employees. Must be able to summarize and exchange accurate information. 5. Must be able to lift or catch patient weighing more than 50 pounds in the event of emergency. 6. Performs with frequent interruption or distractions. 7. Adjust priorities quickly as circumstances dictate. 8. Ability to interact appropriately with colleagues for different purposes in different context. 9. Ability to perceive the nature of sound. 10. Expressing or exchanging information by means of the spoken word, or to convey detailed spoken instructions accurately, loudly or quickly. 11. Ability to judge distances and spatial relationships to perceive objects where and as they actually are. 12. Cognitive ability to analyze, count, summarize and synthesize information from multiple sources. 13. Ability to recognize social or professional behavioral cues.
   Language Skills Ability to read and interpret written or verbal documents and instructions. Ability to speak effectively to patients, employees and/or stakeholders of the organization.
   Travel Must be able to drive between Greater Baden Medical Services, Inc. locations.

   Copy this example

   

5. Post your job

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

6. Interview candidates

   To successfully recruit screeners, your first interview needs to engage with candidates to learn about their interest in the role and experience in the field. You can go into more detail about the company, the role, and the responsibilities during follow-up interviews.

   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 screener

   Once you've selected the best screener 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 good etiquette to follow up with applicants who don't get the job by sending them an email letting them know that the position has been filled.

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