How to hire a can marker

How to hire a can marker, step by step

Here's a step-by-step can marker hiring guide:

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

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1. Identify your hiring needs

   First, determine the employments status of the can marker you need to hire. Certain can marker roles might require a full-time employee, whereas others can be done by part-time workers or contractors.

   Determine employee vs contractor status

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

   Yes

   No

   A can marker's background is also an important factor in determining whether they'll be a good fit for the position. For example, can markers 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.

   The following list breaks down different types of can markers and their corresponding salaries.

   Type of Can Marker	Description	Hourly rate
   Can Marker	Material recording clerks track product information in order to keep businesses and supply chains on schedule. They ensure proper scheduling, recordkeeping, and inventory control.	$12-37
   Scan Coordinator	In retail establishments, a scan coordinator is in charge of ensuring that all product prices and specifications are accurate. Among their responsibilities include monitoring the price and information of the products, monitoring discounts and promotions, and conducting inventory inspections... Show more	$12-19
   Can Handler	Can handlers or material handlers have various duties and responsibilities within an organization. These include maintaining production and product distribution, staging finished products, and delivering production supplies and materials... Show more	$12-19

2. Create an ideal candidate profile

   Common skills:

   • Laser
   • Stencils
   • Inbound Merchandise
   • Part Numbers
   • Cycle Counts
   • RF
   • Mathematics
   • GPS
   • RAN
   • Computer System

   Responsibilities:

   • Procure and manage inventory of materials, supplies, and equipment for asphalt and concrete paving work.
   • Clean and maintain striping machines, tools, and stencils on a daily basis
   • Care for patients, patient transport, discharge patients, deliver flowers, and answer phones.
   • Make point on GPS to track location.
   • Organize clothes according to the Ross guidelines.
   • Pull bad cuts of lumber and run them through a grinder.

3. Make a budget

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

   • Location. For example, can markers' average salary in florida is 35% less than in alaska.
   • Seniority. Entry-level can markers 68% less than senior-level can markers.
   • Certifications. A can marker 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 can marker's salary.

   Average can marker salary

   $45,419yearly

   $21.84 hourly rate

   ---

   Entry-level can marker salary

   $25,000 yearly salary

   Updated December 18, 2025

4. Writing a can marker job description

   A can marker 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. Below, you can find an example of a can marker job description:

   Can marker job description example

   Established in 1974, Rose Paving LLC is a privately held company that maintains its corporate headquarters in Bridgeview, Illinois, with offices in Streamwood, IL, Denver, CO, Atlanta, GA, Santa Fe Springs, CA, Tampa, FL, Phoenix, AZ, and Nashville, TN. We are proud to report that because of our expertise, dedicated employees, and loyal customers, Rose Paving has been the recipient of numerous awards and honors. We are considered to be the leaders in our industry and have a staff of over 425 employees. As a company, we continue to make great strides in exceeding industry, customer, and employee expectations.

   
   

   Job Description

   
   

   Summary

   Perform tasks involving physical labor by measuring, remarking and laying out parking lot bays, characters, numbers and stencils using a mechanical striping machine. The Team Lead will inspect and maintain all striping equipment and supplies including vehicle tires, lights, brakes, gas and oil and complete minor repairs on the striping equipment as required. This person must have a strong understanding of Rose Paving's business and proven abilities in the areas of preparation and installation of striping.

   
   Responsibilities
   

   • Familiar with ADA regulations regarding parking lots
   • Set up, layout, stencils and measuring parking lots in compliance with the work order
   • Control traffic passing, in, and around work zones
   • Review and understand all equipment operations manuals
   • Confer with Superintendent for project assignment
   • Load and Unload 5-gallon buckets of paint from trailers
   • Apply paint through the use of mechanical striping machines
   • Apply paint to pavement in accordance to manufacturer's specifications
   • Assist in job site cleanup
   • Run bi-weekly safety meeting and crew mini-huddles
   • Participate in personal and field safety protection activities
   • Navigate to and from work sites
   • Assist in other field work activities and maintain physical condition of the warehouse

   Requirements:

   • High school diploma or general education degree (GED); or one to three years related experience and/or training; or equivalent combination of education and experience.
   • Must have understanding of Rose Paving's business and proven abilities in the areas of preparation and installation of striping.
   • Must have ability to calculate figures and amounts such as measurements, weights, area, circumference, and volume.
   • Must have 2-3 years experience in parking lot striping and layouts. No exceptions!!!

   
   

   Salary

   
   

   Competitive pay commensurate with experience. Includes comprehensive benefits package.

   This is to be considered an outline of the work involved in this position and should not be construed as a limitation of duties or responsibilities from the standpoint of the employee or of Rose Paving LLC. All Rose LLC employees are expected to have a willingness to share in the responsibilities and duties of others when necessary to "get the job done" and to contribute their particular skills or expertise, however possible, for the benefit of the company. This will require that the employee develop and maintain a good rapport with all members of the Rose Paving LLC Team. Such ability will be to the benefit of the employee and will not go unnoticed by the company.

   tact

   Contact

   
   

   Rose Paving LLC

   7300 W. 100th Place

   Bridgeview, IL 60455

   
   

   www.rosepaving.com

   
   
   Job Posted by ApplicantPro
   

   Copy this example

   

5. Post your job

   There are a few common ways to find can markers for your business:

   • Promoting internally or recruiting from your existing workforce.
   • Ask for referrals from friends, family members, and current employees.
   • Attend job fairs at local colleges to meet candidates with the right educational background.
   • Use social media platforms like LinkedIn, Facebook, and Twitter to recruit passive job-seekers.

   Post your job online:

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

6. Interview candidates

   Your first interview with can marker 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 can marker

   Once you've selected the best can marker candidate for the job, it's time to write an offer letter. In addition to salary, this letter should include details about the benefits and perks you offer the candidate. Ensuring that your offer is competitive is essential, as qualified candidates may be considering other job opportunities. The candidate may wish to negotiate the terms of the offer, and you should be open to discussion. After you reach an agreement, the final step is formalizing the agreement with a contract.

   It's also good etiquette to follow up with applicants who don't get the job by sending them an email letting them know that the position has been 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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