How to hire an assembly department supervisor

How to hire an assembly department supervisor, step by step

Here's a step-by-step assembly department supervisor hiring guide:

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

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1. Identify your hiring needs

   The assembly department supervisor hiring process starts by determining what type of worker you actually need. Certain roles might require a full-time employee, whereas part-time workers or contractors can do others.

   Determine employee vs contractor status

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

   Yes

   No

   An assembly department supervisor's background is also an important factor in determining whether they'll be a good fit for the position. For example, assembly department 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 assembly department supervisors.

   Type of Assembly Department Supervisor	Description	Hourly rate
   Assembly Department Supervisor		$12-20
   Materials Supervisor	The job of a materials supervisor is to oversee the shipping, receiving, handling, and warehousing of materials. You will supervise the transport of materials and ensure that the material needs of an organization are met... Show more	$24-42
   Night Shift Supervisor	A Night Shift Supervisor is a person who manages and supervises night shift production. Their responsibilities include: providing good customer services, ensuring efficiencies of tasks, ensuring cost objectives are met, training and guiding a team of workers, ensuring staff and the working environment is in line with compliance standards, help the site team ensure the company specifications on products are made with the quality of the products intact, acting as a communication bridge between associates and management to address key issues and conducting minor repairs during their shift to ensure the work does not lag.	$12-22

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Assembly Line
   • Quality Standards
   • Process Improvement
   • CNC
   • ISO
   • Production Schedules
   • RAN
   • Production Floor
   • Circuit Boards

   Responsibilities:

   • Coach and mentore team leads, responsible for ensuring teams meet and exceed KPI's.
   • Assist in the successful ISO certification process for the facility.
   • Schedule production, verify complete production, payroll verification, employee supervision
   • Use GMP daily in all tasks perform.
   • Work with negotiating team and the UAW, IAM, and USW to successfully implement work teams with hourly group leaders.

3. Make a budget

   Including a salary range in your assembly department supervisor job description is a great way to entice the best and brightest candidates. An assembly department supervisor salary can vary based on several factors:

   • Location. For example, assembly department supervisors' average salary in virginia is 39% less than in wyoming.
   • Seniority. Entry-level assembly department supervisors earn 42% less than senior-level assembly department supervisors.
   • Certifications. An assembly department supervisor with a few certifications under their belt will likely demand a higher salary.
   • Company. Working for a prestigious company or an exciting start-up can make a huge difference in an assembly department supervisor's salary.

   Average assembly department supervisor salary

   $16.12hourly

   $33,539 yearly

   ---

   Entry-level assembly department supervisor salary

   $25,000 yearly salary

   Updated December 27, 2025

4. Writing an assembly department supervisor job description

   An assembly department supervisor 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. To help get you started, here's an example of an assembly department supervisor job description:

   Assembly department supervisor job description example

   2nd - 20

   3rd - 15

   Circuit Department - The objective of this position is to perform assembly, packaging, handling and inspection of products and components as specified.

   Responsibilities and Essential Functions (applicable to all positions listed above):

   • Perform repetitive motion tasks to complete assembly and packaging of products to specifications.

   • Place completed products and/or components into appropriate packaging.

   • Identify and place defective products or components into the appropriate containers.

   • Conduct required quality checks and inspections, including AQL (Acceptance Quality Level) inspections, as specified and as required.

   • Perform line clearance and setup in accordance with the company procedure.

   Skills:

   production, load, hand tool, tape measure, construction, blueprint, general production, assembly, general labor, packaging, picking, Medical Assembly, Light Assembly, Pack Orders, Boxing, Shipping & Receiving

   Top Skills Details:

   production,load,hand tool,tape measure,construction,blueprint,general production,assembly,general labor,packaging,picking,Medical Assembly,Light Assembly,Pack Orders,Boxing,Shipping & Receiving

   Additional Skills & Qualifications:

   Ability to stand on feet for entire shift

   Routinely lifting, pushing and pulling up to 50 pounds.

   Experience in fast paced environment

   Experience Level:

   Entry Leve

   About Aerotek:

   We know that a company's success starts with its employees. We also know that an individual's success starts with the right career opportunity. As a Best of Staffing Client and Talent leader, Aerotek's people-focused approach yields competitive advantage for our clients and rewarding careers for our contract employees. Since 1983, Aerotek has grown to become a leader in recruiting and staffing services. With more than 250 non-franchised offices, Aerotek's 8,000 internal employees serve more than 300,000 contract employees and 18,000 clients every year. Aerotek is an Allegis Group company, the global leader in talent solutions. Learn more at

   The company is an equal opportunity employer and will consider all applications without regards to race, sex, age, color, religion, national origin, veteran status, disability, sexual orientation, gender identity, genetic information or any characteristic protected by law.

   Copy this example

   

5. Post your job

   To find the right assembly department supervisor for your business, consider trying out a few different recruiting strategies:

   • Consider internal talent. One of the most important sources of talent for any company is its existing workforce.
   • Ask for referrals. Reach out to friends, family members, and current employees and ask if they know or have worked with assembly department supervisors they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit assembly department supervisors who meet your education requirements.
   • Social media platforms. LinkedIn, Facebook and Twitter now have more than 3.5 billion users, and you can use social media to reach potential job candidates.

   Post your job online:

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

6. Interview candidates

   Your first interview with assembly department 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.

   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 assembly department supervisor

   Once you've found the assembly department 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 also important to follow up with applicants who do not get the job with an email letting them know that the position is 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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