How to hire a senior staffing coordinator

How to hire a senior staffing coordinator, step by step

Here's a step-by-step senior staffing coordinator hiring guide:

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

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1. Identify your hiring needs

   Before you start hiring a senior staffing coordinator, identify what type of worker you actually need. Certain positions might call for a full-time employee, while others can be done by a part-time worker or contractor.

   Determine employee vs contractor status

   Is the person you're thinking of hiring a US citizen or green card holder?

   Yes

   No

   A senior staffing coordinator's background is also an important factor in determining whether they'll be a good fit for the position. For example, senior staffing coordinators 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.

   The following list breaks down different types of senior staffing coordinators and their corresponding salaries.

   Type of Senior Staffing Coordinator	Description	Hourly rate
   Senior Staffing Coordinator	Human resources specialists recruit, screen, interview, and place workers. They often handle other human resources work, such as those related to employee relations, compensation and benefits, and training... Show more	$14-30
   Human Resources Generalist	A human resources generalist is responsible for monitoring the human resources policies and procedures, making adjustments as needed to align with the company's goals and objectives. Duties of a human resources generalist also include improving employee relations system, organizing compliance and knowledge training, reviewing benefit plans, managing compensation inquiries, assisting in recruitment and staffing needs, communicating with department heads in employees' performance reviews, and storing employees' files for reference... Show more	$19-36
   Recruiter	Recruiters are responsible for filling up vacancies in the organization. They put up job postings on the company website and other recruitment websites, screen applicants, prospective schedule candidates for interviews, conduct initial interviews, and, should candidates pass the initial interview, endorse them to hiring managers... Show more	$16-35

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Customer Service
   • Background Checks
   • Reference Checks
   • Healthcare Professionals
   • Applicant Tracking Systems
   • I-9
   • Human Resources
   • HRIS
   • Drug Screens
   • Data Integrity
   • Career Fairs
   • Unemployment Claims
   • Open Positions
   • I9

   Check all skills

   Responsibilities:

   • Communicate effectively with branch manager, regional vice-president, and corporate departments to accomplish daily payroll reports.
   • Interface with HRIS team to maintain and verify the integrity of new hire data in compliance with Sarbanes Oxley.
   • Evaluate and review hospital data for new resident admissions to skil nursing and rehabilitation to generate medical profile for electronic charts.
   • Guide manager through utilization of VMS tool to review candidates, schedule interviews, and extend offers.
   • Perform initial searches, qualifying, contractor negotiations, submission through VMS portals, and coordination of interviews.
   • Coordinate department monthly meeting by preparing the meeting agenda with PowerPoint presentation, guest speaker information and recording meeting minutes.

3. Make a budget

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

   • Location. For example, senior staffing coordinators' average salary in florida is 48% less than in california.
   • Seniority. Entry-level senior staffing coordinators earn 51% less than senior-level senior staffing coordinators.
   • Certifications. A senior staffing coordinator 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 senior staffing coordinator's salary.

   Average senior staffing coordinator salary

   $44,913yearly

   $21.59 hourly rate

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   Entry-level senior staffing coordinator salary

   $31,000 yearly salary

   Updated December 19, 2025

4. Writing a senior staffing coordinator job description

   A job description for a senior staffing coordinator 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 senior staffing coordinator job description:

   Senior staffing coordinator job description example

   We are welcoming a new era in healthcare where achieving good health is just the beginning. We believe in caring for the whole person by getting to know - and making connections with - our patients. By combining the talent and expertise of our people, the breadth of capabilities across our system, and our commitment to helping our communities get better and stay healthy, we are improving the patient experience.
   
   As a UVA Health team member, you will have a voice in patient care decisions, support the most advanced medical technologies and feel a strong sense of satisfaction from making a difference in people's lives every day.
   
   Provide physical therapy evaluation and treatment to clients of all ages including child, adolescent, adult and geriatric patients using age specific skills. Provides appropriate clinical supervision to licensed physical therapy assistants, rehab technicians, students and volunteers.
   
   The following is a summary of the major essential functions of this job. The employee may perform other duties, both major and minor, that are not mentioned below; and specific functions may change from time to time.
   
   Responsible for providing physical therapy services to clients of all ages including evaluation of patient, establishing plan of care, implementing treatment, directing and educating patient and/or caregiver and documentation of the above.
   Supervise PTA, rehab technicians, students and volunteers Communicate with other health care providers regarding client care and treatment plans Provide training and education for hospital staff as requested Complete patient documentation in a timely manner to meet regulatory and organizational requirements Attend continuing education programs and present findings to appropriate staff Demonstrate ethical standards of practice and professional qualities Review and complete all insurance authorization requirements for patients Assist with performance improvement for rehab department and hospital Understand use and precautions of any treatments and equipment used Acts as a coach, mentor, and role model for other staff members Performs other duties as assigned by Director/Supervisor Performs supervisory duties in absence of Director/Supervisor Qualifications
   Education:
   BS degree in PT from an accredited college or university Experience:
   5 years Licensure/Certification/Registration:
   Virginia State Physical Therapy License Current BLS through American Heart Association (AHA) or American Red Cross Additional Skills/Requirements required:
   Knowledge and skills to perform physical therapy evaluation, treatment and education on patients with general weakness, neurological and orthopedic conditions, and patients with developmental delay (as applicable). Ability to: (1) multitask and prioritize, (2) carry out instructions both verbal and written, (3) adjust equipment, (4) communicate in a professional setting, in person, and on the telephone, (5) interpret feedback from patients in all age groups, (6) carry out defined treatment protocols independently, (7) adapt to patients with a wide variety of diagnoses, (8) teach duties of a physical therapist to students, (9) teach duties of a rehab technician to new rehab technicians, students and volunteers, and (10) obtain and maintain current AHA BLS certification Ability to maintain calm demeanor in stressful situations General computer knowledge and keyboarding skills General knowledge of insurance structure and authorization processes Physical Requirement:Ability to lift patients, use and move equipment, tolerate long periods of standing and walking. Able to assist patient from bed to chair, assist with toileting transfers and provide a variety of treatments including wound care and dressing changes.

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5. Post your job

   There are a few common ways to find senior staffing coordinators for your business:

   • Promoting internally or recruiting from your existing workforce.
   • Ask for referrals from friends, family members, and current employees.
   • Attend job fairs at local colleges to meet candidates with the right educational background.
   • Use social media platforms like LinkedIn, Facebook, and Twitter to recruit passive job-seekers.

   Post your job online:

   • Post your senior staffing coordinator job on Zippia to find and recruit senior staffing coordinator candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   Your first interview with senior staffing coordinator 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. You can move on to the technical interview if a candidate is good enough for the next step.

   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 senior staffing coordinator

   Once you have selected a candidate for the senior staffing coordinator position, it is time to create an offer letter. In addition to salary, the offer letter should include details about benefits and perks that are available to the employee. Ensuring your offer is competitive is vital, as qualified candidates may be considering other job opportunities. The candidate may wish to negotiate the terms of the offer, and it is important to be open to discussion and reach a mutually beneficial agreement. After the offer has been accepted, it is a good idea to formalize 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 senior staffing coordinator. 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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