How to hire an assigner

How to hire an assigner, step by step

Here's a step-by-step assigner hiring guide:

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

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1. Identify your hiring needs

   Before you start hiring an assigner, identify what type of worker you actually need. Certain positions might call for a full-time employee, while others can be done by a part-time worker or contractor.

   Determine employee vs contractor status

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

   Yes

   No

   You should also consider the ideal background you'd like them an assigner to have before you start to hire. For example, what industry or field would you like them to have experience in, what level of seniority or education does the job require, and how much it'll cost to hire an assigner that fits the bill.

   Here's a comparison of assigner salaries for various roles:

   Type of Assigner	Description	Hourly rate
   Assigner	General maintenance and repair workers fix and maintain machines, mechanical equipment, and buildings. They paint, repair flooring, and work on plumbing, electrical, and air-conditioning and heating systems.	$11-39
   Service And Repair Technician	Service and repair technicians install, maintains, or repair equipment and often travel to customer's location to provide service and maintenance. They are also known as field service technicians who have technical knowledge and skills to be able to install and conduct product testing or demo to properly instruct customers on the proper usage of the product... Show more	$13-28
   Handyman	A handyman can perform various repair and maintenance tasks involving electricity, carpentry, plumbing, and even appliance installation. Most handymen work independently, but they can also choose to be part of a company... Show more	$15-29

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Customer Satisfaction
   • Quality Service
   • Customer Orders
   • Provisioning
   • Trouble Tickets
   • DSL
   • Service Activation
   • Inbound Calls
   • DPI
   • DCO

   Responsibilities:

   • Maintain the GTD-5, DMS-100, DMS-10 , 5ESS and DCO switches.
   • Develop acute attention to detail and high level of dexterity require for repair of intricate mechanisms common in photographic equipment.
   • Provide advanced problem diagnosis, resolution and follow-up for inbound telephone customer report issues and initiated/implement appropriate changes as necessary.

3. Make a budget

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

   • Location. For example, assigners' average salary in new mexico is 58% less than in alaska.
   • Seniority. Entry-level assigners earn 72% less than senior-level assigners.
   • Certifications. An assigner 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 assigner's salary.

   Average assigner salary

   $44,209yearly

   $21.25 hourly rate

   ---

   Entry-level assigner salary

   $23,000 yearly salary

   Updated December 24, 2025

4. Writing an assigner job description

   A job description for an assigner role includes a summary of the job's main responsibilities, required skills, and preferred background experience. Including a salary range can also go a long way in attracting more candidates to apply, and showing the first name of the hiring manager can also make applicants more comfortable. As an example, here's an assigner job description:

   Assigner job description example

   Job DescriptionJob Description
   
   Location: Colorado Springs, Colorado
   Status:PRN and Full Time
   Hourly rates:$16 - $22 per hour
   Shifts:Days, Evenings, Nights, 1 to12 hour shifts!
   
   Interim HealthCare is a premier provider of quality care to the people of the Colorado Front Range and Tucson, AZ.
   We are committed to treating our clients, employees, and consumers with respect and dignity. We are a national leader in Home Healthcare, Hospice, Pediatrics, and Staffing needs.
   We are looking for honest, dependable, and energetic Certified Nurses Assistants (CNA) that are reliable, dedicated, and that genuinely care about people. All shifts are available. Day and night from 1 to 12 hour shifts. APPLY NOW!
   
   Responsibilities of the Certified Nurse Assistant (CNA) role include:
   
   Assist with activities of daily living such as bathing, grooming, toileting, and adequate nutritional intake according to the plan of care.
   Assist clients with ambulation, transfers and/or range of motion exercises.
   Recognize and document changes in client condition and safety and report to supervisor.
   Promote a safe environment during care.
   
   Job Requirements
   
   Must be at least 18 years of age.
   Current Colorado CNA license in good standing.
   Health Care CPR Certified.
   New Grads welcomed and encouraged to APPLY!
   
   Benefits
   Access to company supervisors for support 24x7x365
   Competitive salary and travel compensation
   Dental plan available
   Disability plan available
   Discounted courses thru Colorado Christian University and Rasmussen University
   Employee recognition and growth programs
   Exceptional PTO program
   Flexible assignments to fit your needs
   Health Coverage for full time employees
   Holiday pay for full time employees
   Locally owned and operated with company longevity and stability
   Opportunities in Skilled Nursing Facilities, Home Health, Acute Rehab, Hospice and other facilities
   Retirement option available
   Unlimited access to over 350 online topic trainings
   Vision plan available
   Weekly pay with Direct Deposit available
   
   Company Overview
   Interim HealthCare is America's leading provider of home care, hospice and healthcare staffing. We offer one of the most comprehensive selections of career opportunities in the industry ranging from per diem to full-time.
   If you're looking for a stable career opportunity, look no further. We offer the security of working for an established company. Nationally, Interim HealthCare has been providing great jobs to great people for over 50 years and there are more than 300 offices across the country. That kind of stability combined with our commitment to integrity makes us your perfect career partner.
   
   Interim HealthCare is an Equal Opportunity Employer. Each Interim HealthCare location is independently owned and operated. 2019 Interim HealthCare Inc.
   
   #COSPandoLogic. Keywords: Certified Nursing Assistant (CNA), Location: Fountain, CO - 80817 , PL: 550093152

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5. Post your job

   There are various strategies that you can use to find the right assigner for your business:

   • Consider promoting from within or recruiting from your existing workforce.
   • Ask for referrals from friends, family members, and current employees.
   • Attend job fairs at local colleges to find candidates who meet your education requirements.
   • Use social media platforms like LinkedIn, Facebook, and Twitter to reach potential job candidates.

   Post your job online:

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

6. Interview candidates

   Recruiting assigners 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 assigner

   Once you've decided on a perfect assigner candidate, it's time to write an offer letter. In addition to salary, it should include benefits and perks available to the employee. Qualified candidates may be considered for other positions, so make sure your offer is competitive. Candidates may wish to negotiate. Once you've settled on the details, formalize your agreement with a contract.

   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 assigner. 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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