How to hire a carpentry instructor

How to hire a carpentry instructor, step by step

Here's a step-by-step carpentry instructor hiring guide:

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

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1. Identify your hiring needs

   Before you start hiring a carpentry instructor, 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 a carpentry instructor 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 a carpentry instructor that fits the bill.

   Here's a comparison of carpentry instructor salaries for various roles:

   Type of Carpentry Instructor	Description	Hourly rate
   Carpentry Instructor	Career and technical education teachers instruct students in various technical and vocational subjects, such as auto repair, healthcare, and culinary arts. They teach academic and technical content to provide students with the skills and knowledge necessary to enter an occupation.	$15-33
   Adjunct Faculty	Adjunct faculty is the collective term for adjunct professors or lecturers. The adjunct faculty teaches students based on the limited-term of their contract... Show more	$21-73
   Teacher-In-Training	A teacher-in-training is a teaching professional who offers technical teaching assistance to teachers in developing effective behavior management and instructional strategies to support student learning. The teacher must collaborate with principals while employing diverse techniques to increase the effectiveness of student learning... Show more	$11-26

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Classroom Management
   • Mathematics
   • Residential Construction

   Responsibilities:

   • Utilize blackboard management system to encourage online discussions and manage grades.
   • Identify appropriate techniques for teaching and responding to literature, and ways to effectively use literacy to positively impact diversity education.
   • Focus on cardiology, surgical procedure, pharmacology.

3. Make a budget

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

   • Location. For example, carpentry instructors' average salary in montana is 43% less than in california.
   • Seniority. Entry-level carpentry instructors earn 54% less than senior-level carpentry instructors.
   • Certifications. A carpentry instructor 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 a carpentry instructor's salary.

   Average carpentry instructor salary

   $47,858yearly

   $23.01 hourly rate

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   Entry-level carpentry instructor salary

   $32,000 yearly salary

   Updated January 29, 2026

4. Writing a carpentry instructor job description

   A good carpentry instructor 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 carpentry instructor job description:

   Carpentry instructor job description example

   Applications are being accepted for an ABC Carpentry Apprenticeship Instructor at Moraine Park Technical College, West Bend campus. The primary teaching responsibility will be in the ABC Carpentry Apprenticeship program; however, class assignments and locations may vary from term to term. This instructor may be asked to teach at various sites within the Moraine Park District to include campus, center and business locations, and may be required to teach on days, evenings and weekends. This person reports to the Associate Dean of Trades.
   Beginning: October 2022 Applications will be accepted until the position is filled; however, initial review of applicants will take place October 3, 2022. Responsibilities 1. Prepare for and facilitate learning in the assigned courses according to the College's core values. Establish a professional and safe learning environment. Set the classroom tone by modeling appropriate workplace skills and behavior. Maintain a positive climate for learning by performing classroom management and being aware of, monitoring and enforcing the Student Code of Conduct.
   2. Meet the student learning needs by incorporating a variety of teaching methods and assessments.
   3. Maintain student records and documentation. Submit grades within the expected timeframe. Provide timely verbal and written feedback to the students to ensure continued growth and development.
   4. Participate in the development, implementation, evaluation and updating of curriculum.
   5. Collaborate with College staff to recruit students. Assist with student recruitment by participating in College recruitment events, partnering with student recruitment staff, maintaining relationships with alumni and proactively promoting the College and services offered.
   6. Collaborate with College staff to retain students and help them be successful. Work with Student Services staff to provide guidance to students. Assist in advising students regarding course enrollment, program and course content, lifelong learning and other program-related subjects.
   7. Work with internal customers, including student services staff, adjunct faculty and other College staff, to provide consistent, effective learning and support for students. Support the College by staying current with internal and external changes and provide input by participating in College meetings and activities.
   8. Build and maintain ongoing relationships with community, industry and clinical partners. Participate in external meetings and activities.
   9. Actively participate in professional growth activities, such as: networking and sharing with and among faculty across the College, memberships and professional organizations, accepting and incorporating guidance and support from peers and supervisors, staying up-to-date with technology trends, maintaining occupational competence, staying current in the field and creating and maintaining a professional development plan. Assist with mentoring other full-time and adjunct faculty.
   10. Maintain equipment and supplies for the classroom and labs, as necessary to support the assigned program area and future trends in industry. Work with supervisor to identify alternative funding sources as needed. Qualifications 1. Associate Degree. If no Associate Degree, must be willing to obtain an Associate Degree from an accredited program. Progress toward an Associate Degree will be measured through the successful completion of a minimum of six (6) credits of coursework annually, beginning with the second year of employment.
   2. Two (2) years (4,000 hours) of paid work experience related to the program(s) being taught, including one (1) year (2,000 hours) of related paid work experience that has been acquired within the past five (5) years. In lieu of this one (1) year (2,000 hours) of recent experience, two (2) years of post- secondary teaching experience in the appropriate occupational field within the past five (5) years may be considered. (Two (2) years of post-secondary teaching experience means eight (8) semesters of part-time teaching or four (4) semesters of full-time teaching at an accredited institution.)
   3. Qualified Instructors have performed the following job duties:
   • Form Building: footings, foundations, floors, beams, walls, pilasters, stairs.
   • Rough Framing: floor framing, wall framing, roof framing, stair work, scaffold building, residential and commercial construction.
   • Outside Finishing: siding, application of cornice, outside wall trim, setting window and door frames, and roof covering.
   • Inside Finishing: application of door and window trim, fitting and installation of doors and windows, baseboards, cabinet and countertop installation, and stair work.
   • Hardware Fitting: application of exterior and interior door and window hardware.
   • Interior Systems: metal studs, drywall installation, and acoustical ceilings.
   4. Certificate of Apprenticeship from the Wisconsin Bureau of Apprenticeship Standards (BAS) or federally or other state registered program preferred.
   5. OSHA-30 Cardholder preferred.
   6. Ability to adapt to meet student needs, including flexibility in scheduling, workload, and type/variety of communication.
   7. Excellent written and verbal communication skills. Ability to convey ideas and concepts in a professional manner. Ability to adjust to variance in communication and learning styles of students. Ability and willingness to communicate regularly with students and other internal and external customers.
   8. Ability to understand and promote the educational philosophy and programs that MPTC offers. Willingness to grow and evolve with the College's educational philosophy.
   9. Experience working and participating in a team environment and collaborating with other individuals and teams to meet student needs. Willingness to help students and team members grow and learn.
   10. Demonstrated ability to work effectively with diverse populations by promoting and maintaining an inclusive work environment and culture that is respectful and accepting of diversity.
   11. Experience with the MS Office Suite, the internet and email. Ability and willingness to learn new technologies. Experience with online learning platforms and student management systems preferred.
   12. Ability and willingness to continuously learn and accept constructive feedback.
   13. Strong organizational and time management skills. Must be able to manage time and schedule effectively.
   14. Previous community involvement and a desire to give back to the profession and community.
   15. Must meet Faculty Quality Assurance System requirements as detailed in Chapter TCS 3 of the Wisconsin Administrative Code. Benefits Summary WI Retirement Group Life Insurance Group Health Insurance Group Dental Insurance Group Vision Insurance Long Term Disability Short Term Disability Paid Time Off Paid Holidays Flexible Spending 403(b)/457 Deferred Comp-Voluntary Retirement Savings Program Options Wellness Program Professional Development Educational Assistance Employee Assistance Program

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5. Post your job

   To find the right carpentry instructor 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 carpentry instructors they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit carpentry instructors 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 carpentry instructor job on Zippia to find and recruit carpentry instructor candidates who meet your exact specifications.
   • Use field-specific websites such as k12jobspot, learn4good, serious teachers, teachingjobs.com.
   • Post a job on free websites.

6. Interview candidates

   Your first interview with carpentry instructor 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 carpentry instructor

   Once you've decided on a perfect carpentry instructor 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.

   You should also follow up with applicants who don't get the job with an email letting them know that you've filled the position.

   To prepare for the new carpentry instructor first day, you should share an onboarding schedule with them that covers their first period on the job. You should also quickly complete any necessary paperwork, such as employee action forms and onboarding documents like I-9, benefits enrollment, and federal and state tax forms. Finally, Human Resources must ensure a new employee file is created for internal record keeping.

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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