Guide to Hiring and Training Community Health Workers

Community health workers (CHWs) are trusted peers who work in underserved communities to increase access to health care and save excess costs.

Why Hire CHWs?

CHW Training and Certification Examples

CHWs are trained and certified in several ways around the US.

CHW training programs provide CHWs with the knowledge and skills they need to connect community members, patients and clients with high-quality care. These programs typically include coursework, clinical training, and certification. CHW certification is not always required, but it can be beneficial for CHWs who want to advance their careers.

CHW Training Programs

CHW training requirements in the United States vary by state, as there is no national standardization. However, many states have developed or are considering certification programs to establish clear competencies and qualifications for CHWs.

CHW Job Descriptions and Skills

CHW job descriptions and skills tests will help you with hiring and training CHWs. A well-written job description can help you attract the right candidates, while a skills assessment can help you identify the best candidates for the job.

CHW Job Description Template

While the skills of community health workers (CHWs) are well-defined, creating a clear job description can be challenging due to variations in titles, duties, and settings. CHWs may be known as community health representatives, promotoras de salud, or peer educators, and their roles differ across health departments, community agencies, and clinical settings. Specific projects, like reducing ER admissions or promoting vaccinations, also shape the role. Despite these variations, it’s possible to craft a job description that attracts the right candidates.

Download a job description template for hiring a CHW.

About

The About section provides potential candidates with insight into the organization’s mission, values, and culture. It should include:

• Company Overview: A brief description of the company, including its history, industry, and key achievements.
• Mission and Values: Highlight the core mission and values that guide the organization.
• Culture: Describe the work environment, team dynamics, and any unique cultural aspects (e.g., teamwork, diversity initiatives).
• Why Join Us: Emphasize what makes working at the company appealing, such as career growth opportunities, benefits, or community involvement.

Job Overview

The Job Overview section summarizes the role’s purpose and its significance within the organization. It should include:

• Position Title: The official title of the job.
• Purpose of the Role: A concise statement explaining why the position exists and how it contributes to the company’s goals.
• Reporting Structure: Information on whom the role reports to and any supervisory responsibilities.
• Location: Details on where the job is based (e.g., remote, hybrid, in-office).

Job Responsibilities

In the Job Responsibilities section, outline the specific duties associated with the position. This should include:

• Core Responsibilities: A list of primary tasks that define the role, ideally presented in bullet points for clarity.
• Day-to-Day Activities: Describe typical daily activities to give candidates a realistic view of what to expect.
• Performance Expectations: Mention any key performance indicators (KPIs) or outcomes that are expected from the role.
• Collaboration: Indicate who the candidate will work with regularly (e.g., teams, departments).

Education and Training

The Education and Training section specifies the educational background and training required for candidates. It should cover:

• Minimum Education Requirements: The least amount of education necessary (e.g., high school diploma, bachelor’s degree).
• Preferred Qualifications: Additional educational qualifications that are desirable but not mandatory.
• Certifications or Licenses: Any specific certifications or licenses required for the role.
• Training Programs: Mention any training programs or onboarding processes that new hires will undergo.

Skills and Qualifications

In this section, detail the skills and qualifications necessary for success in the role. This includes:

• Technical Skills: Specific skills required for performing job tasks (e.g., software proficiency, technical expertise).
• Soft Skills: Interpersonal skills that are important for collaboration and communication (e.g., teamwork, problem-solving).
• Experience Requirements: Specify any relevant work experience needed (e.g., years in a similar role).
• Additional Attributes: Any other qualities that would help a candidate excel in this position (e.g., adaptability, leadership abilities).

CHW Recruitment and Hiring

CHW Recruitment Strategies

A recruitment strategy is a plan you use to attract, identify and hire qualified candidates. It’s not only a rock solid way of building a team, it will make your life easier.

Your recruitment strategy should be adapted to your workplace, but in general, it should have these elements:

• Set Goals: Define specific hiring goals, including the number of positions, diversity targets, and community familiarity needed.
• Job Analysis: Identify key tasks, responsibilities, and qualifications for the CHW role to create an accurate job description.
• Sourcing Channels: Use a variety of recruiting channels, such as job boards, community partners, referrals, and industry events, to reach candidates.
• Timeline and Budget: Set a clear recruitment timeline and budget for each stage to manage the hiring process efficiently.
• Ideal Candidate: Develop a candidate persona with specific skills, experience, and community knowledge to target the best fit for the role.
• Selection Process: Establish a consistent interview and assessment process to fairly evaluate all applicants.
• Diverse and Inclusive Workforce: Focus on building a team that reflects the community, using resources to promote diversity and eliminate bias.
• Technology Investment: Consider tools like ATS or HR software for efficient resume screening and interview scheduling.
• Onboarding Process: Plan an onboarding process tailored to the CHW role, including virtual options if needed.

CHW Interviews

Just as you’d look for exceptional skills and dedication in an “all-star employee,” you’ll want to find those qualities in a CHW. Be sure in your interview to aligne CHW skills and backgrounds with the community’s unique needs, covering both essential technical skills—like technology use, certifications, and health literacy—and soft skills, including cultural sensitivity, resilience, and communication. Come up with baseline questions to gauge candidates’ motivations and background, as well as skills-focused inquiries to assess their suitability for the role.

Read more about how to interview and hire a CHW.

Structured Interviews

If you’re expanding your community health team and need to hire a new CHW, a structured interview can be your new best friend. A structured interview can help you choose the best candidate for the position by creating a fair and organized framework for interviewing.

It’s a kind of job interview in which the person doing the interviewing (probably you), asks a set list of questions to each candidate. You’ll ask only those questions, and you’ll ask them consistently. Then you’ll use a numeric scale or a ranking chart to compare each CHW.

The idea behind this method is to fairly gauge every candidate’s responses to your questions against all the other candidates.

Read more about structured interviews.

FAQs