Hiring guide · Healthcare
How to Hire a Licensed Practical Nurse
Pay benchmarks, qualifications, sourcing, screening and interview questions for hiring licensed practical nurses, plus a plan to get them productive fast.
Write a clear job description, offer competitive pay (the national median is $64,400), recruit through community college and vocational program career centers, verify NCLEX-PN license where applicable, run a structured interview with a practical skills check, and onboard with a 30-60-90 day plan.
Pay data: BLS OEWS, May 2025 · Outlook: BLS 2025–35 · Checked October 15, 2026
The hiring market for licensed practical nurses
There are about 666,900 licensed practical nurses employed in the U.S., with roughly 51,800 openings each year. Employment is projected to change +3.0% from 2025–35 (about as fast as average). Most openings come from replacing workers who retire or change careers, so a steady pipeline matters.
Pay benchmarks for offers
| Candidate level | Annual | Hourly* |
|---|---|---|
| Entry level (10th–25th percentile) | $49,740–$59,000 | $23.91–$28.37 |
| Typical / mid-career (median) | $64,400 | $30.96 |
| Experienced (75th percentile) | $76,030 | $36.55 |
| Top of market (90th percentile) | $83,440 | $40.12 |
*Annual ÷ 2,080 hours except median. National BLS data; adjust for your state and metro area. Many states and cities now require pay ranges in job postings.
What to look for
Must-haves
- Postsecondary nondegree award (typical entry level)
- Licensing or certification required in your state
- Medication administration
- Clinical judgment and prioritization
Nice-to-haves
- NCLEX-PN license
- IV therapy certification
- BLS / CPR
- Experience with medication carts and eMAR systems
Where to find licensed practical nurses
- Community college and vocational program career centers
- Clinical externship and student-placement partnerships
- State nurse aide registries and healthcare job boards
- Employee referral programs
- Job postings that use common alternate titles: LPN, Licensed Vocational Nurse (LVN), Practical Nurse
Screening checklist
- Verify certifications and state registry or license status with the issuing body
- Background checks and federal exclusion-list (OIG LEIE) screening as required for your organization
- Immunization records, TB testing and drug screening according to policy and law
- Current BLS/CPR certification
Follow federal, state and local rules on background checks, drug testing and fair-chance hiring, and apply screening consistently to all candidates for the role.
Interview questions to ask
Ask every candidate the same questions and score answers on a structured scorecard.
1. “How do you prioritize care for multiple patients?”
What a strong answer includes: Mention airway, breathing and circulation first, then time-sensitive meds and safety risks. Give a real example from clinicals.
2. “What would you do if you found a medication error?”
What a strong answer includes: Check the patient first, notify the RN or provider, follow orders, document and file an incident report. Emphasize honesty.
3. “How do you delegate to CNAs?”
What a strong answer includes: Explain matching tasks to their training, giving clear instructions, following up and remaining accountable.
4. “Describe a time you noticed a change in a patient’s condition.”
What a strong answer includes: Use the STAR method and show your observation, reporting and follow-up.
5. “Where do you see yourself in five years?”
What a strong answer includes: Many employers like to hear plans for an RN or specialty certification: it shows commitment.
Practical skills checks
A short demonstration beats a perfect resume. Ask candidates to talk you through, or perform under supervision, tasks such as:
- Complete a Safe Medication Pass (see the steps)
- Perform a Simple Dressing Change (see the steps)
- Report a Change in Condition with SBAR (see the steps)
Red flags
- Can’t describe basic safety practices for the role
- Vague or inconsistent work history with no explanation
- Unfamiliar with core terms such as NCLEX-PN, Scope of practice, eMAR
- Negative talk about every past employer or coworker
Onboard for retention
The first 90 days decide whether a new hire stays. Use our Licensed Practical Nurse 30-60-90 day onboarding plan and give every new hire the same foundation with Licensed Practical Nurse training. Show them the path forward: Licensed Practical Nurse → Charge Nurse or Unit LPN Lead → MDS Coordinator or Specialty LPN → Registered Nurse.
Hiring licensed practical nurses: FAQ
How much should I pay a licensed practical nurse?
The U.S. median wage for licensed practical nurses is $64,400 per year ($30.96/hour), according to BLS May 2025 data. Entry-level offers often fall near the 25th percentile ($59,000), while experienced hires command closer to the 75th percentile ($76,030). Adjust for your local market.
What qualifications should a licensed practical nurse have?
BLS lists “postsecondary nondegree award” as the typical entry-level education. Look for NCLEX-PN license and IV therapy certification where relevant, plus skills such as medication administration, wound care, and vital signs and patient assessment data collection.
How long does it take to train a new licensed practical nurse?
Becoming qualified typically takes 12–18 months. After hire, plan for a structured 30-60-90 day onboarding period; BLS classifies on-the-job training for this occupation as “none.”