How to hire a 3rd shift supervisor

How to hire a 3rd shift supervisor, step by step

Here's a step-by-step 3rd shift supervisor hiring guide:

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

What does a 3rd shift supervisor do?

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1. Identify your hiring needs

   Before you post your 3rd shift supervisor 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 3rd shift supervisor 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 3rd shift supervisor's background is also an important factor in determining whether they'll be a good fit for the position. For example, 3rd shift supervisors 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 3rd shift supervisors.

   Type of 3rd Shift Supervisor	Description	Hourly rate
   3rd Shift Supervisor		$12-19
   Production Leader	A production leader usually works at a manufacturing plant or a similar setting. They are primarily responsible for overseeing all processing operations and workforce performance, ensuring efficiency and timeliness... Show more	$14-30
   Field Operations Supervisor	Field operations supervisors are professionals who supervise staff members to ensure that an organization is running smoothly and effectively to produce increased sales and profits. These supervisors are required to develop operational policies and procedures to increase business growth while implementing best practices to improve operational efficiency... Show more	$21-34

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Customer Service
   • Basic Math
   • Pallet Jack
   • Cleanliness
   • Safety Procedures
   • Continuous Improvement
   • Pallets
   • Work Ethic
   • Quality Standards
   • OSHA
   • HR
   • GMP
   • Troubleshoot
   • Lean Manufacturing

   Check all skills

   Responsibilities:

   • Accomplish successful TDS inspections quarterly for sanitation as required by the FDA.
   • Train and achieve USG certification for stainless steel, common steel MIG, aluminum MIG, and TIG common.
   • Be come proficient with RF scanners and computers.
   • Help trouble shoot any production problem or QA problem on shift.
   • Ensure a safe working environment in accordance with OSHA and company guidelines.
   • Direct staff with proper PPE to handle blood borne spills and proper chemicals.

   More 3rd shift supervisor duties

3. Make a budget

   Including a salary range in your 3rd shift supervisor job description is one of the best ways to attract top talent. A 3rd shift supervisor can vary based on:

   • Location. For example, 3rd shift supervisors' average salary in florida is 46% less than in wyoming.
   • Seniority. Entry-level 3rd shift supervisors 37% less than senior-level 3rd shift supervisors.
   • Certifications. A 3rd shift supervisor 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 3rd shift supervisor's salary.

   Average 3rd shift supervisor salary

   $15.83hourly

   $32,932 yearly

   ---

   Entry-level 3rd shift supervisor salary

   $26,000 yearly salary

   Updated December 18, 2025

   Average 3rd shift supervisor salary by state

   Rank	State	Avg. salary	Hourly rate
   1	Maine	$40,360	$19
   2	Minnesota	$39,727	$19
   3	New York	$38,382	$18
   4	New Jersey	$38,327	$18
   5	Kansas	$37,684	$18
   6	Indiana	$36,441	$18
   7	Michigan	$36,018	$17
   8	Massachusetts	$35,983	$17
   9	Maryland	$35,355	$17
   10	Pennsylvania	$35,264	$17
   11	Delaware	$35,155	$17
   12	Iowa	$35,126	$17
   13	Oregon	$34,760	$17
   14	California	$34,743	$17
   15	Alabama	$34,422	$17
   16	Missouri	$34,114	$16
   17	Ohio	$33,289	$16
   18	Arizona	$33,031	$16
   19	Texas	$31,762	$15
   20	Kentucky	$31,539	$15

   Average 3rd shift supervisor salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	Clark County	$46,123	$22.17
   2	BD	$44,512	$21.40	10
   3	Warn Industries	$42,474	$20.42
   4	Northrop Grumman	$42,206	$20.29	17
   5	Rich Products	$41,485	$19.94	9
   6	University of Wisconsin System	$41,123	$19.77	1
   7	Schneider Electric Industrial Services	$40,846	$19.64	13
   8	Regeneron	$40,680	$19.56
   9	Energizer Holdings	$40,604	$19.52
   10	PepsiCo	$40,601	$19.52	5
   11	NBCUniversal	$40,453	$19.45	9
   12	General Electric	$40,420	$19.43	142
   13	Hyster-Yale	$40,260	$19.36
   14	ALDI USA	$40,207	$19.33
   15	Church & Dwight Co.	$40,188	$19.32
   16	Hain Celestial	$40,090	$19.27
   17	Pella	$40,021	$19.24	13
   18	TreeHouse Foods	$39,770	$19.12	42
   19	Post Holdings	$39,725	$19.10	57
   20	Cargill	$39,605	$19.04	90

4. Writing a 3rd shift supervisor job description

   A good 3rd shift supervisor job description should include a few things:

   • Summary of the role
   • List of responsibilities
   • Required skills and experience

   Including a salary range and the first name of the hiring manager is also appreciated by candidates. Here's an example of a 3rd shift supervisor job description:

   3rd shift supervisor job description example

   Imagine...working for a company that knows that its people are the key to its success in the marketplace. A company in which achieving extraordinary results and having a stimulating work experience are part of the same process.
   
   We cultivate and embrace a diverse employee population. We recognize that people with diverse backgrounds, experiences and perspectives fuel our growth and enrich our global culture.
   
   We are looking for an individual who enjoys working in a fast-paced, team oriented environment, likes to be challenged, and values the opportunity to make a difference.
   
   The Shipping Supervisor is responsible for supervising the proper storage and shipment of outgoing/incoming finished products, raw materials, and components.
   
   Supervises the daily activities of receiving finished product from manufacturing and the placement in warehouses. Monitors inventory levels, product rotation, warehouse space, etc.Supervises the preparation of product for shipment. Studies shipping and order fulfillment notices; assigns work; monitors performance. Inspects loading operations to ensure compliance with safety and shipping specifications.Coordinates the receiving of shipments, movement to warehouse, storage or work areas, and monitoring of shipments received for condition and accuracy.Investigates and resolves shipping and receiving issues, including but not limited to document discrepancies, computer system accuracy and routine operation, order and/or inventory discrepancies.Manages shipping documentation and paperwork; uses systems to retrieve information and data. Communicates with carriers and drivers.Conducts performance evaluations; develops, trains, and coaches staff. Communicates company policies and procedures and monitors for compliance.Schedules and approves overtime; monitors and approves vacations and time-off. Review and approves associate KronosSupports departmental budget compliance through effective oversight of daily shipping operations Participates in and/or leads departmental and shift meetings; coordinates operations with various departments including maintenance, production, etc. Participates in projects as assigned (i.e., Fund the Future).Participate in or lead period and quarterly inventory audits. If applicable, complete time approvals, research pay issues, validate punches and work centers as needed. May oversee number of hours worked to comply with DOT regulations and ensure up-to-date qualifications (DOT medical card and appropriate license).May perform other duties as required.
   Scope of Responsibility
   Work independently by following practices and procedures while occasionally having work checked.Directly manages 10-20 employees. Carries out supervisory responsibilities in accordance with the Snyder's-Lance policies and applicable laws. Responsibilities include interviewing, hiring, and training employees; planning, assigning, and directing work; appraising performance; rewarding and disciplining employees; addressing complaints and resolving problems.Knowledge and Skill RequirementsAbility to read and interpret documents such as safety rules, operating maintenance instructions and procedure manuals. Ability to write routine reports and communicate effectively in written correspondence. Ability to speak effectively with coworkers and vendors. Ability to define problems, collect data, establish facts, and draw valid conclusions. Ability to exercise discretion while managing confidential information. Uses intuition and experience to complement data. Knowledgeable of Word Processing software, Spreadsheet software, mobile or handheld devices, and internet communications.
   Education and Experience
   
   Associates Degree; a minimum of 3 years related experience and/or training; or equivalent combination of education and experience required.
   
   Physical Demands
   
   Specific vision abilities required by this job include close vision.
   Sitting: FrequentlyStanding: Frequently Walking: Frequently Using hands: Frequently Climbing: FrequentlyStooping, Kneeling: OccasionallyTalking, Hearing: ContinuouslyWeight Up to 10 pounds: OccasionallyUp to 25 pounds: Occasionally Up to 50 pounds: Occasionally Up to 100 pounds: Seldom/Never More than 100 pounds: FrequentlyWork EnvironmentTemperature: GoodNoise: Good
   
   Travel Required
   
   Minimal travel may be required
   
   To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed above are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
   
   ACR
   
   The Company is committed to providing equal opportunity for employees and applicants in all aspects of the employment relationship, without regard to race, color, sex, sexual orientation, gender identity, national origin, citizenship, marital status, veteran status, disability, age, religion or any other classification protected by law.
   
   In that regard, U.S. applicants and employees are protected from discrimination based on certain categories protected by Federal law. Click here for additional information.

   Copy this example

   

5. Post your job

   To find 3rd shift supervisors 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 3rd shift supervisors they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit entry-level 3rd shift supervisors 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 3rd shift supervisor job on Zippia to find and recruit 3rd shift supervisor candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   Your first interview with 3rd shift supervisor 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.

   You should also ask about candidates' unique skills and talents to see if they match the ideal candidate profile you developed earlier. Candidates good enough for the next step can complete 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 3rd shift supervisor

   Once you've found the 3rd shift supervisor candidate you'd like to hire, it's time to write an offer letter. This should include an explicit job offer that includes the salary and the details of any other perks. Qualified candidates might be looking at multiple positions, so your offer must be competitive if you like the candidate. Also, be prepared for a negotiation stage, as candidates may way want to tweak the details of your initial offer. Once you've settled on these details, you can draft a contract to formalize your agreement.

   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.

   After that, you can create an onboarding schedule for a new 3rd shift supervisor. 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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