How to hire a word processor

How to hire a word processor, step by step

Here's a step-by-step word processor hiring guide:

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

What does a word processor do?

Post a word processor job for free, promote it for a fee

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1. Identify your hiring needs

   Before you post your word processor job, you should take the time to determine what type of worker your business needs. While certain jobs definitely require a full-time employee, it's sometimes better to find a word processor for hire on a part-time basis or as a contractor.

   Determine employee vs contractor status

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

   Yes

   No

   A word processor's background is also an important factor in determining whether they'll be a good fit for the position. For example, word processors 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 word processors and their corresponding salaries.

   Type of Word Processor	Description	Hourly rate
   Word Processor		$12-27
   Typist	A typist is responsible for typing all of a company's documents and materials, including reports, policies, and correspondence. A typist may also be known as a word processor or copy clerk... Show more	$10-23
   Transaction Processor	The duties of a Transaction Processor include managing clients, office administration, and data analysis. You will be tasked with meeting daily data execution as well as analysis under an environment with customers where you will constantly be required to meet deadlines... Show more	$14-34

   Show more

2. Create an ideal candidate profile

   Common skills:

   • PowerPoint
   • Data Entry
   • Proofreading
   • Law Firm
   • Financial Statements
   • Word Processing Equipment
   • Adobe Acrobat
   • Troubleshoot
   • Software Applications
   • PDF
   • DOD
   • Real Estate
   • Word Processing Software
   • Visio

   Check all skills

   Responsibilities:

   • Create and update Microsoft VISIO graphs.
   • Complete document in SPD drive the same day as payroll.
   • Train all desktop publishers on new style sheets for various college examinations.
   • Prepare pleadings, briefs, opinions for filing and trial via transcription.
   • Edit and proofread authors and desktop publisher's manuscripts ahead of the editing department.
   • Process work orders utilizing WordPerfect software, transcribe from Dictaphone system, answer phones and sort mail.

   More word processor duties

3. Make a budget

   Including a salary range in your word processor job description helps attract top candidates to the position. A word processor salary can be affected by several factors, such as geography, experience, seniority, certifications, and the prestige of the hiring company.

   For example, the average salary for a word processor in Minnesota may be lower than in California, and an entry-level word processor usually earns less than a senior-level word processor. Additionally, a word processor with certifications may command a higher salary, and working for a well-known company or start-up may also impact an employee's pay.

   Average word processor salary

   $39,454yearly

   $18.97 hourly rate

   ---

   Entry-level word processor salary

   $26,000 yearly salary

   Updated December 14, 2025

   Average word processor salary by state

   Rank	State	Avg. salary	Hourly rate
   1	California	$70,954	$34
   2	Massachusetts	$49,831	$24
   3	New Jersey	$47,107	$23
   4	Arizona	$46,389	$22
   5	New York	$45,883	$22
   6	Virginia	$44,189	$21
   7	Washington	$44,154	$21
   8	Pennsylvania	$43,154	$21
   9	Texas	$43,059	$21
   10	Colorado	$43,056	$21
   11	Rhode Island	$41,414	$20
   12	District of Columbia	$39,742	$19
   13	Illinois	$38,704	$19
   14	Missouri	$36,283	$17
   15	North Carolina	$36,112	$17
   16	North Dakota	$35,252	$17
   17	Iowa	$34,569	$17
   18	Louisiana	$34,423	$17
   19	Georgia	$34,206	$16
   20	Minnesota	$33,594	$16

   Average word processor salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	Kent Daniels & Associates	$74,686	$35.91	18
   2	ASRC Federal	$58,201	$27.98
   3	Mclaughlin Research Corporation	$53,575	$25.76
   4	Iowa Department of Transportation	$49,553	$23.82
   5	JPS Health Network	$47,973	$23.06
   6	PKF O'Connor Davies	$42,579	$20.47
   7	Saalex Solutions	$41,910	$20.15
   8	Carbon Lehigh IU #21	$41,796	$20.09
   9	INDUS Technology	$40,861	$19.64
   10	NANA	$40,365	$19.41	9
   11	Kelly Services	$40,078	$19.27	4
   12	Randstad North America, Inc.	$38,794	$18.65	3
   13	Womble	$38,678	$18.60
   14	Citco Technology Management Inc	$38,444	$18.48
   15	Robert Half	$38,429	$18.48	49
   16	Athena Alliance	$37,446	$18.00
   17	Dextera	$37,437	$18.00
   18	Exela Technologies	$37,306	$17.94
   19	The Reserves Network	$34,931	$16.79	2
   20	Greenspoon Marder	$34,528	$16.60

4. Writing a word processor job description

   A word processor 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 word processor job description:

   Word processor job description example

   Fisher Phillips, a national employment and labor law firm, is seeking an experienced Receptionist/Word Processor for our San Diego office. Our range of experience enables us to bring efficient and practical solutions to today's labor and employment law problems. For more information about the firm, please visit us at our website at www.fisherphillips.com
   Primary Responsibilities
   Answer phones nationally as a part of the National Reception Team and transfer calls to the appropriate offices/employees, including occasionally taking messages and ensuring that they are routed to the appropriate person. Greet and assist visitors including offering guests something to drink, providing parking validations stamps, copy documents, etc. Accept and sign for packages. Open, stamp, log and distribute mail. Process all incoming faxes including sending notification email to recipient upon receipt, log and distribute fax. Maintain office calendar system, including scheduling and setting up conference rooms. Maintain a pleasant appearance at the reception area and lobby. Maintain new matter intake forms & create new client files. Create master captions/Proofs of Service for new matters, and responsive shells as needed. Overflow secretarial projects, including but not limited to, timesheet entry, preparing and editing documents. Administrative, general office and clerical projects as needed. Other duties as assigned. Greets all visitors to the office in a friendly and helpful manner. Displays good judgment in handling confidential information. Maintains knowledge of each attorneys' preferences in conveying various information to guests or callers.
   Personal Attributes
   Possesses a strong understanding and abides by the policies and procedures of the firm and local office. Maintains an exceptional customer service attitude and demeanor at all times. Flexible and willing to pitch in wherever needed; always reflects a "can do" attitude. Takes ownership; gets the job done without the need for prodding or supervision. Demonstrates a positive attitude and is approachable. Adapts well to fluctuations in workload and changes in responsibilities Maintains a professional demeanor in high-stress situations. Is effective at limiting excessive socializing. Contributes to an atmosphere of teamwork and congeniality. Effectively and professionally communicates with clients, opposing counsel, vendors, and firm personnel through concise and accurate written communications. Exhibits confident and professional verbal communication skills. Keeps appropriate people informed of the status of projects, work and deadlines. Answers questions clearly and thoroughly.
   Skills and Abilities
   Desksite or other comparable document management system, Word, Outlook, PowerPoint, Concur, and Excel. Attendance & Punctuality: Be consistently at work and on time; arrive at meetings and appointments on time; ensure work responsibilities are covered when absent. Communication: Possess excellent verbal and written communication skills. Customer Service: Respond promptly to attorney and client requests for service and assistance; meet commitments. Dependability: Follow instructions; complete tasks on time; commit to the hours necessary to complete assignments; work independently. Professionalism: Approach others in a tactful manner; treat others with respect; react well under pressure. Team Work: Contribute to building a positive team spirit; support everyone's efforts to succeed. Technical Skills: Possess basic PC skills; ability to use phone system, copier, scanner, fax, and printer.
   Minimum Qualifications
   Minimum of a high school diploma required (College degree is preferred, but not required). Minimum of two years of experience as a receptionist required.
   Benefits
   
   Fisher Phillips offers a comprehensive benefits package for eligible staff that includes medical, dental, and vision benefits, paid time off, paid holidays, 401(k) and profit sharing, life insurance, long-term disability, and an employee assistance program. We also offer optional benefits such as critical care, accident and hospital indemnity insurance, a student loan refinancing program, life insurance for dependents, and pet insurance.
   
   No relocation costs. Principals only; no calls please.
   
   We are committed to providing equal employment opportunities to all employees and applicants without regard to race, ethnicity, religion, color, sex (including childbirth, breast feeding and related medical conditions), gender, gender identity or expression, sexual orientation, national origin, ancestry, citizenship status, uniform service member and veteran status, marital status, pregnancy, age, protected medical condition, genetic information, disability or any other protected status in accordance with all applicable federal, state and local laws.

   Copy this example

   

5. Post your job

   To find word processors for your business, try out a few different recruiting strategies:

   • Consider internal talent. One of the most important talent pools for any company is its current employees.
   • Ask for referrals. Reach out to friends, family members, and your current work to ask if they know any word processors they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit entry-level word processors with the right educational background.
   • Social media platforms. LinkedIn, Facebook, and Twitter have more than 3.5 billion users, and they're a great place for company branding and reaching potential job candidates.

   Post your job online:

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

6. Interview candidates

   Recruiting word processors 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. 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 word processor

   Once you have selected a candidate for the word processor 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.

   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.

   After that, you can create an onboarding schedule for a new word processor. Human Resources and the hiring manager should complete Employee Action Forms. Human Resources should also ensure that onboarding paperwork is completed, including I-9s, benefits enrollment, federal and state tax forms, etc., and that new employee files are 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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