How to hire a vocational coordinator

How to hire a vocational coordinator, step by step

Here's a step-by-step vocational 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 vocational coordinator job description
• Step 5: Post your job
• Step 6: Interview candidates
• Step 7: Send a job offer and onboard your new vocational coordinator
• Step 8: Go through the hiring process checklist

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1. Identify your hiring needs

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

   This list shows salaries for various types of vocational coordinators.

   Type of Vocational Coordinator	Description	Hourly rate
   Vocational Coordinator	School counselors help students develop academic and social skills and succeed in school. Career counselors assist people with the process of making career decisions by helping them develop skills or choose a career or educational program.	$15-25
   Admissions Representative	As the name entails, admissions representatives assist prospective and new students attending a university. They give these students the information they need to make a well-informed decision regarding enrollment, make admissions decisions, and review documents... Show more	$11-28
   Peer Mentor	A peer mentor is an individual who builds a relationship with another person or mentee who is new to the career or at the same level. Peer mentors must serve as a social role model and educate mentees on various resources and services... Show more	$10-17

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Rehabilitation
   • Mental Health
   • Developmental Disabilities
   • Mental Illness
   • Vocational Assessments
   • Community Resources
   • Vocational Training
   • Independent Living
   • Community Employment
   • Substance Abuse
   • Vocational Program
   • IEP
   • Employment Services
   • Vocational Rehabilitation

   Check all skills

   Responsibilities:

   • Manage all program operation in accordance with HRA and industry regulations, agency policies, and HIPPA guidelines.
   • Staff liaison with the local school system, attend frequent IEP meetings, and advocate for each resident.
   • Facilitate vocational/avocational groups and coordinate volunteer program for rehabilitation unit.
   • Facilitate vocational/avocational groups and coordinate volunteer program for rehabilitation unit.

3. Make a budget

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

   • Location. For example, vocational coordinators' average salary in south dakota is 44% less than in massachusetts.
   • Seniority. Entry-level vocational coordinators 38% less than senior-level vocational coordinators.
   • Certifications. A vocational coordinator 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 vocational coordinator's salary.

   Average vocational coordinator salary

   $41,146yearly

   $19.78 hourly rate

   ---

   Entry-level vocational coordinator salary

   $32,000 yearly salary

   Updated December 16, 2025

4. Writing a vocational coordinator job description

   A vocational coordinator 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. Below, you can find an example of a vocational coordinator job description:

   Vocational coordinator job description example

   The Transition and Career Studies program at Georgian Court University is an inclusive postsecondary/transition program for young adults with intellectual disabilities. We accept 5-7 students each year to this residential four-year program, which is designed to prepare students for competitive integrated employment and independent living. Students take specialized and integrated coursework, including on-campus practical and off-campus internships. A full-time staff of four support and instruct the students.
   
   The Vocational Coordinator is responsible for coordinating all career-based initiatives and vocational activities for the Transition and Career Studies Program, focusing on the transition and employment of young adults with disabilities. This includes the development and management of career programming and curriculum in collaboration with the program's Academic Coordinator, long term business and community partnerships, student internship placements, career placement opportunities, development and implementation of workforce training programs, coordination and oversight of employment support vocational peer mentors and the management of a comprehensive system to track student's progress towards competitive integrated employment and outcomes.
   Responsibilities include but are not limited to:
   
   * Develop and maintain an infrastructure of employment, job placement and support services to prepare students with skills necessary for career readiness, practicum, internship and employment placement with regional business partners.
   * Teach practicum and internship courses for students in Years 2, 3, and 4 of the program
   * Provide supervision and oversight for the Vocational Peer Mentors
   * Develop and manage vocational programming, internal and external internships, individualized training plans, job coaching and confidential reporting systems that capture and report data to stakeholders.
   * Promote positive collaboration and support between departments within the university including the Career Services Office and Center for Professional Studies, as well as business leaders and community stakeholders to increase the frequency of successful employment outcomes for students with disabilities.
   * Develop and maintain long term partnerships with corporate and public sector partners to increase the diversity of career training and employment options for students with intellectual and developmental disabilities by meeting with clients and prospects, internet research, proposals, marketing campaigns and general networking activities.
   * Develop partnerships with local school districts to provide information on transition and career programming options, and best practices in accessing postsecondary education and workforce training for students with disabilities.
   * Participate in university, grant and community projects related to increasing and improving employment outcomes for individuals with disabilities.
   * Provide consultation for students working with Career Services, Center for Professional Studies, and Office of Accessibility Services related to accommodations and employment opportunities for job seekers with disabilities.
   * Promote program success within the community in collaboration with the university's Public Relations team to maintain enrollment and to retain and grow business partnerships and funding sources for programming including connections to agencies like DVRS (Department of Labor), DDD, Talent Networks and the US Department of Education.
   * Participate in activities related to recruitment and enrollment of students, including some weekend and evening events (e.g., open houses and information sessions).
   * Assist with management of student and applicant record-keeping
   * Other duties as assigned. Since the TCS program includes a small professional staff, additional duties outside of the purview of this position may be required at times.
   
   QUALIFICATIONS:
   
   Education: Minimum qualification: Bachelor's Degree in Education, Rehabilitation Counseling or related human services field. Master's degree preferred.
   
   Knowledge, Skills and Abilities: Strong interpersonal as well as technical skills and must be detail oriented. Exhibits strong skills in leadership, managing, communication, customer and student focus, building relationships, organizing and planning. Experience with consultative sales including the sourcing of any required funding and building relationships. Ability to be creative and innovative with problem solving solutions. Demonstrates understanding of the university mission and core values. Practices an open door policy. Familiarity with cloud-based computing and collaborative platforms and software preferred.
   
   Experience:
   
   * A minimum of 3 years of experience in supported employment including job development, job customization, job placement and job coaching. CESP or trained Employment Specialist preferred.
   * Experience working with young adults with intellectual and developmental disabilities is required.
   * Prior experience working within a post-secondary setting is preferred.
   * Experience collaborating across departments within an institution and community.
   * Proven track record of establishing business partnerships and connections with community organizations with business acumen and knowledge of current labor market demands and compensation rates in relevant industry clusters.
   * Excellent customer service and communication skills.
   * Technological skills: MS Office, experience with managing shared documents and databases.
   * Ability to work in a team environment, be a strategic thinker and self-starter, and present before large and small audiences.
   
   Effective October 1, 2021, proof of vaccination or submission of weekly COVID-19 tests are required for all Georgian Court employees. A copy of your CDC vaccination card should be shared with the Office of Human Resources before your first day of employment. All information will be kept confidential
   
   Must be US work authorized

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5. Post your job

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

6. Interview candidates

   Recruiting vocational coordinators 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.

   It's also good to ask about candidates' unique skills and talents to see if they match your ideal candidate profile. If you think a candidate is good enough for the next step, you 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 vocational coordinator

   Once you've decided on a perfect vocational coordinator 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.

   To prepare for the new employee's start date, you can create an onboarding schedule and complete any necessary paperwork, such as employee action forms and onboarding documents like I-9 forms, benefits enrollment, and federal and state tax forms. Human Resources should also ensure that a new employee file is created.

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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