How to hire a vocational evaluator

How to hire a vocational evaluator, step by step

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

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1. Identify your hiring needs

   Before you start hiring a vocational evaluator, 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

   Hiring the perfect vocational evaluator also involves considering the ideal background you'd like them to have. Depending on what industry or field they have experience in, they'll bring different skills to the job. It's also important to consider what levels of seniority and education the job requires and what kind of salary such a candidate would likely demand.

   This list shows salaries for various types of vocational evaluators.

   Type of Vocational Evaluator	Description	Hourly rate
   Vocational Evaluator	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.	$15-22
   Job Coach	A job coach is responsible for evaluating people's skills and qualifications, advising them with career paths, helping with their aspirations, and promote employment opportunities. Job coaches help the clients build self-confidence and explore their maximum potentials to develop their professional growth... Show more	$14-21
   College Program Internship	A college program intern is responsible for performing actual duties and observations within the industry of choice. Typically, a college program intern works under the supervision of tenured staff, shadowing on the workflow processes, gaining feedback to refine skills, developing work ethics, and building self-confidence... Show more	$12-22

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Rehabilitation
   • Developmental Disabilities
   • Vocational Assessments
   • Community Resources
   • IPE
   • Situational Assessments
   • Behavioral Observations
   • Competitive Employment
   • Transferable
   • Vocational Rehabilitation
   • Employment Services
   • Intellectual Disabilities
   • Test Results
   • Evaluation Plan

   Check all skills

   Responsibilities:

   • Load-Plan and certify cargo for air shipment, managing multiple airlift teams while enforcing FAA regulations within numerous combat zones.
   • Assimilate evaluation results into a written report identifying findings, implications, and recommendations for development of vocational rehabilitation goals.
   • Work in concert with vocational rehabilitation team to determine vocational potential and interests of participants in welfare-to-work program.
   • Evaluate Facebook ads for marketing effectiveness
   • Provide job analyses, transferable skills analyses, and community behavioral assessment.
   • Complete psychological assessments to determine necessity for in-patient psychiatric care for patients who report psychiatric problems in the emergency department.

3. Make a budget

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

   • Location. For example, vocational evaluators' average salary in south dakota is 43% less than in california.
   • Seniority. Entry-level vocational evaluators 30% less than senior-level vocational evaluators.
   • Certifications. A vocational evaluator 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 evaluator's salary.

   Average vocational evaluator salary

   $40,175yearly

   $19.31 hourly rate

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   Entry-level vocational evaluator salary

   $33,000 yearly salary

   Updated January 21, 2026

4. Writing a vocational evaluator job description

   A job description for a vocational evaluator 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 vocational evaluator job description:

   Vocational evaluator job description example

   $1,000 SIGN-ON BONUS! WorkGuide, DePaul's Supported Employment Program, is now hiring a Vocational Rehab Evaluator! This full-time position is eligible for the following benefits: Medical Insurance, Dental Insurance, Vision Insurance, Life Insurance, Generous PTO & Paid Holidays, 403B, Employee Discount Programs, and Staff Recognition Programs. Responsibilities Respects and maintains consumer's rights and confidentiality and demonstrates a positive caring attitude toward all consumers, staff, guests and service providers.
   
   Provide oversight of ACCES-VR funded Core Rehabilitation Services.
   
   Provide community outreach and market vocational programs to referral agents.
   
   Conduct vocational assessments; Prepare and present comprehensive assessment with recommendations to participants and their stakeholders.
   
   Provide one-to-one vocational counseling and / or facilitate vocational groups.
   
   Provide development for paid / unpaid work internships or competitive job placements.
   
   Conduct site visits as necessary to assess progress, identify accommodations and meet regulatory criteria.
   
   Job coaching as necessary to maximize success of job placement.
   
   Responsible for tracking and submitting billing and ACCES-VR reports on a monthly basis.
   
   Must develop good working relationships with all stakeholders including but not limited to ACCES- VR, Community Businesses, High School Personnel, family members, therapists, Medicaid service Coordinators, case manager, etc.
   
   Must adhere to WorkGuide procedures and regulations.
   
   Performs other duties as assigned by supervisor. Qualifications Education: Master's degree in Vocational Rehabilitation Counseling or related area such as Personnel Counseling and Guidance, or Bachelor's degree and enrollment in a Master's degree program in Vocational Rehabilitation or related area such as Personnel Counseling and Guidance or Bachelor's degree and two years' experience providing vocational assessment services or five years' experience as an evaluator in community rehabilitation programs. Experience: Relevant experience should include working with adults and / or youth with DD, LD, CD, MH and / or deaf or hard of hearing. Previous experience should include conducting vocational assessment services and / or developing work experiences / internships with community based employers. Must have good communication skills, both verbal and written. ASL is a plus, but not required. Must be well organized and be able to work with limited supervision. Must be computer literate. Other: Must have a current valid NYS driver's license that meets agency's clean driving record policy. Must have ability to work a flexible schedule. Must have reliable transportation and vehicle to perform job duties. Must be able to work standing, sitting and bending.

   Copy this example

   

5. Post your job

   There are various strategies that you can use to find the right vocational evaluator for your business:

   • Consider promoting from within or recruiting from your existing workforce.
   • Ask for referrals from friends, family members, and current employees.
   • Attend job fairs at local colleges to find candidates who meet your education requirements.
   • Use social media platforms like LinkedIn, Facebook, and Twitter to reach potential job candidates.

   Post your job online:

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

6. Interview candidates

   Your first interview with vocational evaluator 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.

   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 vocational evaluator

   Once you have selected a candidate for the vocational evaluator 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 equally important to follow up with applicants who don't get the job with an email letting them know that the position has been filled.

   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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