How to hire a sergeant

How to hire a sergeant, step by step

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

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

What does a sergeant do?

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1. Identify your hiring needs

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

   Type of Sergeant	Description	Hourly rate
   Sergeant	A Sergeant is a noncommissioned officer in the armed forces. They are focused on training and supervising junior enlisted personnel in military life and personal care.	$16-31
   Chief Of Police	A Chief Of Police is the title typically given to the top official in the chain of command of a police department. They plan, coordinate, supervise, and evaluate police department operations.	$23-57
   Correctional Sergeant	A correctional sergeant supervises correctional officers and oversees daily prison activities. Their duties are to enforce rules and regulations, conduct assessments and inspections, investigate suspicious activities and violations, resolve inmate conflicts, and monitor the inmates' progress in programs... Show more	$14-22

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Safety Procedures
   • Patrol
   • Direct Supervision
   • Emergency Situations
   • Combat
   • CPR
   • Weapons Systems
   • Law Enforcement Agencies
   • Logistical Support
   • Incident Reports
   • NCO
   • Platoon
   • Security Operations
   • Disciplinary Actions

   Check all skills

   Responsibilities:

   • Manage critical incidents including barricade gunmen, VIP visits, homicides, shootings and in-progress crimes.
   • Manage and submit all schedules for maximum security unit, and all non security staff assign to that unit.
   • Monitor and manage enlisted promotion boards and actions; publish promotion orders for soldiers being promote to SGT and SSG.
   • Assist in establishing overall S3 objectives and accomplishing assign missions.
   • Manage training for CBRN response operations including detection and decontamination equipment.
   • Implement USAF, DoD and MAJCOM security policies while balancing operational needs with security requirements for the protection of classify information.

   More sergeant duties

3. Make a budget

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

   • Location. For example, sergeants' average salary in south carolina is 55% less than in new york.
   • Seniority. Entry-level sergeants earn 47% less than senior-level sergeants.
   • Certifications. A sergeant 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 sergeant's salary.

   Average sergeant salary

   $48,557yearly

   $23.34 hourly rate

   ---

   Entry-level sergeant salary

   $35,000 yearly salary

   Updated December 19, 2025

   Average sergeant salary by state

   Rank	State	Avg. salary	Hourly rate
   1	New York	$68,391	$33
   2	California	$60,555	$29
   3	New Jersey	$60,243	$29
   4	Virginia	$51,889	$25
   5	Illinois	$50,620	$24
   6	Alaska	$50,347	$24
   7	Texas	$46,880	$23
   8	Alabama	$40,184	$19
   9	Colorado	$40,059	$19
   10	Maryland	$39,961	$19
   11	Florida	$39,378	$19
   12	Massachusetts	$38,826	$19
   13	Oklahoma	$38,334	$18
   14	Indiana	$32,915	$16
   15	South Carolina	$30,770	$15

   Average sergeant salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	Columbia University in the City of New York	$61,750	$29.69	17
   2	Baylor Scott & White Health	$58,906	$28.32	16
   3	King County	$57,687	$27.73	5
   4	Lawrence General Hospital	$57,084	$27.44
   5	The City University of New York	$54,669	$26.28	14
   6	Syracuse University	$54,451	$26.18	2
   7	Boston College	$53,841	$25.89	1
   8	Shirley Ryan AbilityLab	$52,579	$25.28	1
   9	Beaumont Health	$51,810	$24.91
   10	Federal Reserve Bank	$51,678	$24.85	4
   11	MCPHS University - Boston	$50,975	$24.51	3
   12	Montebello Unified School Dst	$50,779	$24.41	3
   13	Notre Dame of Maryland University	$50,661	$24.36	3
   14	Novant Health	$49,661	$23.88	3
   15	White Plains Hospital	$49,267	$23.69	2
   16	NANA	$47,388	$22.78	74
   17	Eastern Connecticut Health Network (echn)	$46,604	$22.41
   18	State Bar of Michigan	$46,483	$22.35	5
   19	Texas Tech University	$46,391	$22.30	2
   20	Yaamava' Resort & Casino	$46,388	$22.30	3

4. Writing a sergeant job description

   A sergeant 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 sergeant job description:

   Sergeant job description example

   Under the general supervision of the Lieutenant- Public Safety, performs routine and supervisory law enforcement and security work in the protection of people and in the safeguarding of University property. Incumbent participates and supervises subordinate staff in the securing of assigned property against possible loss or damage and is charged with insuring the safety of all individuals on campus. Work is reviewed through conferences and reports for compliance with established policies, procedures and guidelines. Performs other duties as requested.
   Normal Work Schedule: 1800 - 0600 Rotating Shifts
   
   ESSENTIAL FUNCTIONS AND PRINCIPLE RESPONSIBILITIES:
   
   + Assigns, directs, supervises subordinate staff; assists in maintaining work schedules and timesheets. Notifies the Public Safety Chain of Command on all issues requiring employee disciplinary matters/action.
   
   + Patrols/makes rounds of assigned area by foot, cart or vehicle; watches for unauthorized persons or activities; investigates and reports unusual instances to supervisor; calls for assistance if necessary.
   
   + Issues university information; escorts Stetson community members to and from buildings and parking lots.
   
   + Works closely with local law enforcement agencies and fire departments.
   
   + Maintains first aid kits and keeps them in ready to use order; performs emergency first aid when necessary.
   
   + Prepares reports: complaint reports, incident reports, accident reports, theft reports. alarm reports and daily log reports.
   
   + Must be familiar with the fundamental operation of Fire Alarms and Fire Alarm Systems.
   
   Minimum Education: HS Diploma/GED or equivalent combination of training and experience
   
   Required Skills
   
   + Knowledge of the structure and function of the University
   
   + Knowledge of State, county and local laws, rules, and ordinances
   
   + Knowledge of University policies and procedures
   
   + Ability to follow oral and written instructions
   
   + Ability to follow a chain-of-command
   
   + Ability to maintain confidentiality regarding investigations, incidents, reports etc. and safeguard privacy of individuals
   
   + Ability to work effectively with others
   
   + Ability to deal with the public tactfully and courteously
   
   + Ability and alertness in observing unusual condition and in reporting them to proper authorities
   
   + Ability to maintain simple records
   
   + Ability to prepare clear and concise reports
   
   + Skill in the application of proper safety precautions
   
   + Skill in the operation of light motor vehicles
   
   + Ability to withstand the physical challenges of the position to include performing routine and special duties in inclement weather
   
   Required Experience
   
   + High school diploma or GED; supplemented by law enforcement or security experience; or an equivalent combination of training and experience
   
   + Must possess a State of Florida "Class D" security license, or be willing to pursue and secure such certification (State of Florida Chapter 493) within 90 days of employment
   
   Must possess and maintain a valid driver's license and an acceptable driving record as determined by the University's auto insurance carrier.
   
   Salary Grade: 3

   Copy this example

   

5. Post your job

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

6. Interview candidates

   Recruiting sergeants 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 sergeant

   Once you have selected a candidate for the sergeant 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 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.

   To prepare for the new sergeant first day, you should share an onboarding schedule with them that covers their first period on the job. You should also quickly complete any necessary paperwork, such as employee action forms and onboarding documents like I-9, benefits enrollment, and federal and state tax forms. Finally, Human Resources must ensure a new employee file is created for internal record keeping.

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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