How to hire a staffing director

How to hire a staffing director, step by step

Here's a step-by-step staffing director hiring guide:

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

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1. Identify your hiring needs

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

   You should also consider the ideal background you'd like them a staffing director to have before you start to hire. For example, what industry or field would you like them to have experience in, what level of seniority or education does the job require, and how much it'll cost to hire a staffing director that fits the bill.

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

   Type of Staffing Director	Description	Hourly rate
   Staffing Director	Human resources managers plan, direct, and coordinate the administrative functions of an organization. They oversee the recruiting, interviewing, and hiring of new staff; consult with top executives on strategic planning; and serve as a link between an organization’s management and its employees.	$17-35
   Generalist	A generalist, also known as a human resource generalist, is responsible for overseeing the operations in a human resource department, focusing on employees' welfare and working conditions. They are primarily involved in the hiring and laying off processes among employees, handing training and benefits programs, and coordinating with every department in the company... Show more	$13-34
   Human Resources Consultant	A human resources consultant is responsible for supporting the human resources management of an organization by advising on policies and procedures for effective employee relations. Human resources consultants analyze HR programs and current processes and initiate projects to maintain stable operations... Show more	$25-45

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Payroll
   • Healthcare Professionals
   • Human Resources
   • Strategic Direction
   • Background Checks
   • Unemployment Claims
   • Reference Checks
   • RFP
   • Process Improvement
   • Career Fairs
   • EEO
   • Client Satisfaction
   • Recruitment Process
   • Recruitment Strategies

   Check all skills

   Responsibilities:

   • Implement a web-base workforce planning tool, to manage requisition, resume database, EEO reports etc.
   • Manage travel division nationwide staffing healthcare professionals.
   • Leverage online recruiting sources as well as the in-house ATS to identify candidates, prescreen and interview candidates.
   • Build strong workforce analytics utilizing current tools and identifying future tools that will effectively track current and future talent activity.
   • Implement iCims candidate tracking systems.

3. Make a budget

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

   • Location. For example, staffing directors' average salary in south carolina is 44% less than in hawaii.
   • Seniority. Entry-level staffing directors 51% less than senior-level staffing directors.
   • Certifications. A staffing director 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 staffing director's salary.

   Average staffing director salary

   $52,348yearly

   $25.17 hourly rate

   ---

   Entry-level staffing director salary

   $36,000 yearly salary

   Updated January 22, 2026

4. Writing a staffing director job description

   A job description for a staffing director 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 staffing director job description:

   Staffing director job description example

   
   
   JOIN AN OUTSTANDING TEAM!
   
   What's your wish list for the perfect job? Maybe it's to make a positive impact in the world , or to grow your career . Maybe working with a great team is top priority, or to feel respected and valued.
   
   If your answer is "all of the above," consider becoming a Staffing/Human Resources Director at Marquis Companies. It's an opportunity for compassionate people to make a difference in a highly supportive and rewarding environment.
   
   Simply put, as the Staffing/Human Resources Director you will screen, staff, and schedule for most of the facility positions. In this position you will be involved in human resources functions as well. This position is full-time with weekend/on-call responsibilities for call-ins. Other duties may include (but are not limited to): creating/maintaining the clinical schedule for the facility, ensuring the appropriate amount of staff are working for each shift per day, conducting the full recruitment process for the facility, maintaining department records and reports, handling compensation/unemployment claims, and complying with all Federal and State legislation pertaining to all personnel matters.
   
   Marquis operates 26 senior care facilities in Oregon, Nevada, California, and provides rehab and pharmacy services across the nation. You'll be joining a family of more than 4,000 employees, and one purpose unites us all-to be champions of every journey.
   
   In addition to a wide variety of career opportunities, we offer a comprehensive benefits package that can include:
   
   

   • Competitive Wages
   • Paid Vacation and Sick Time
   • Medical, Dental, and Vision Insurance
   • Life insurance, short term disability, AD&D coverage
   • Flex Spending for Medical & Dependent Care
   • 401(k) Plan with Employer Match
   • Continual growth opportunities & up to $25,000 towards ongoing education
   • Uniforms provided upon hire & on employment anniversary
   • Employee Referral Bonus
   • Employee Assistance Program
   • Employee cell phone discount
   • Vital Life Foundation contribution for non-profit Volunteer hours

   
   
   Qualifications
   
   

   • Experience in a similar staffing position; preferably in a healthcare environment.
   • A Bachelor's degree is strongly desired.
   • Strong skills in organization, customer service and computer systems are required.

   
   
   Marquis is proudly an Equal Opportunity Employer. Marquis does not discriminate on the basis of age, color, race, national origin, gender, religion, marital status, disability, veteran, military status, sexual identity or expression, sexual orientation, or any other basis prohibited by local, state, or federal law.

   Copy this example

   

5. Post your job

   There are a few common ways to find staffing directors 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.

   To find staffing director candidates, you can consider the following options:

   • Post your job opening on Zippia or other job search websites.
   • Use niche websites that focus on engineering and technology jobs, such as hrcrossing, ihirehr, hrjobs, shrm hr jobs.
   • Post your job on free job posting websites.

6. Interview candidates

   To successfully recruit staffing directors, 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.

   You should also ask about candidates' unique skills and talents to see if they match the ideal candidate profile you developed earlier. Candidates good enough for the next step can complete 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 staffing director

   Once you've decided on a perfect staffing director candidate, it's time to write an offer letter. In addition to salary, it should include benefits and perks available to the employee. Qualified candidates may be considered for other positions, so make sure your offer is competitive. Candidates may wish to negotiate. Once you've settled on the details, formalize your agreement with a contract.

   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 staffing director. 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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