How to hire a commercial art instructor

How to hire a commercial art instructor, step by step

Here's a step-by-step commercial art 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 commercial art instructor job description
• Step 5: Post your job
• Step 6: Interview candidates
• Step 7: Send a job offer and onboard your new commercial art instructor
• Step 8: Go through the hiring process checklist

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1. Identify your hiring needs

   The commercial art instructor 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

   You should also consider the ideal background you'd like them a commercial art 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 commercial art instructor that fits the bill.

   This list shows salaries for various types of commercial art instructors.

   Type of Commercial Art Instructor	Description	Hourly rate
   Commercial Art 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.	$13-34
   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:

   • Graphic Design

   Responsibilities:

   • Utilize blackboard management system to encourage online discussions and manage grades.
   • Measure and document student participation through an on-line database and in person tracking, providing data for future program analysis.
   • Instruct students in food production theory and techniques to create employable skills in the hospitality trades.

3. Make a budget

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

   • Location. For example, commercial art instructors' average salary in arizona is 49% less than in alaska.
   • Seniority. Entry-level commercial art instructors 59% less than senior-level commercial art instructors.
   • Certifications. A commercial art instructor 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 commercial art instructor's salary.

   Average commercial art instructor salary

   $46,259yearly

   $22.24 hourly rate

   ---

   Entry-level commercial art instructor salary

   $29,000 yearly salary

   Updated December 22, 2025

4. Writing a commercial art instructor job description

   A commercial art instructor 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 commercial art instructor job description:

   Commercial art instructor job description example

   We are hiring in Boston, Massachusetts! Join us at Community Work Services (CWS) for an exciting career as a Commercial Cleaning Instructor!
   MUST be vaccinated against COVID-19. Required to provide documentation during Onboarding process.
   
   Mission: To help people who face barriers to work obtain employment and achieve self-sufficiency through innovative job training, placement, and support services www.cwsnewengland.org.
   
   Community Work Services (CWS) was founded in 1877 as the Cooperative Society of Visitors Among the Poor of Boston to provide services to the poor of Boston and address the roots of poverty through employment, education, and housing improvements. Its founder, Annie Fields, is said to have been a transitional figure in the development of a professional social-service network. Mrs. Fields hoped to apply business principles and efficiency to benevolent activities and charity work. Today CWS provides job placement, training, and support services in the Boston area.
   
   Community Work Services joined The Fedcap Group in 2013
   
   Job Title: Commercial Cleaning Instructor
   
   Location: Boston, Massachusetts, Suffolk County House of Correction
   
   FLSA Status: Non-Exempt
   
   Position Type: Part Time 30 hours per week
   
   Position Summary:
   
   This position will instruct program participants in the Commercial Cleaning Training Program inside the Suffolk County Jail and prepare them for competitive employment in the commercial services industry while providing excellent cleaning services in-house.
   
   This position will instruct program participants in the Commercial Cleaning Training Program inside the Suffolk County Jail, and prepare them for competitive employment in the commercial services industry while providing excellent cleaning services in-house. This position monitors and communicates program participant's progress with the Workforce Development team in addition to supporting participants during the job search period.
   
   Essential Job Functions:
   
   Commercial Cleaning Training
   
   + Responsible for the instruction of trainees in the Commercial Cleaning Training Program using existing curriculum.
   
   + Provide supervision of program participants enrolled in Commercial Cleaning Training Program who provide cleaning and custodial services to the Suffolk County House of Correction.
   
   + Assign and review training activities during classroom training period in Commercial Cleaning Training Program to determine participant potential for progress into a competitive work. environment including assessing skill level at entry into program.
   
   + Responsible for the safety of program participants in training program; reports urgent participant issues to appropriate parties in a timely fashion.
   
   + Maintain cleanliness of Suffolk County House of Correction assigned areas.
   
   + Complete Training at the Training Academy.
   
   Administrative Tasks
   
   + Schedule and coordinate classes within the House of Correction.
   
   + Maintain complete and accurate daily participant attendance and punctuality documentation through manual and computerized attendance sheets.
   
   + Maintain and execute inventory of cleaning supplies and report needs directly to Commercial Cleaning Program Coordinator.
   
   + Maintain good customer relations with the Suffolk Sheriff's Department.
   
   + Assist the Commercial Cleaning Program Coordinator and Workforce Development Department in identifying transitional employment opportunities for program participants.
   
   Workforce Development Team Support
   
   + Prepare accurate and timely feedback to Case Managers on participant training progress and hands on skills and work behaviors; participates in case conferences as needed.
   
   + Assist the Sheriff's Department with recruitment of candidates for the training program and participate in assessment, completion and placement support activities.
   
   + Conduct assessments and relay feedback to the Workforce Development team regarding potential candidates for transitional employment positions.
   
   + Support and mentor trainees utilizing a positive and encouraging approach in accordance with the guidelines of the Sheriff's Department.
   
   + Attend weekly meetings with Program Coordinator and Sheriff's Department if requested.
   
   + Assist WFD with placement assistance including employment-partnerships prior to and during job search.
   
   Education and Experience:
   
   + Associates degree
   
   + Five years of practical experience in the field of Commercial Cleaning
   
   + Valid and current Class D Massachusetts Driver's License
   
   + Teaching experience strongly preferred
   
   + Proficient with Microsoft Office Suite or related software
   
   + Must have outstanding verbal and written communication skills.
   
   + Experience working in and/or ability to demonstrate commitment to nonprofit work targeting economically disadvantaged populations: youth, homeless, elderly, ex-offenders, low wage earners, individuals with disabilities, working families, un/underemployed, and hard-to-place individuals, highly preferred.
   
   QUALIFICATIONS: To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
   
   WORK ENVIRONMENT: The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job.
   
   Equal Opportunity Employer
   
   #COMMUNITYWORKSERVICES

   Copy this example

   

5. Post your job

   There are a few common ways to find commercial art instructors 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 commercial art instructor job on Zippia to find and recruit commercial art 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

   Recruiting commercial art instructors 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 to see if they match your ideal candidate profile. If you think a candidate is good enough for the next step, you can move on to 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 commercial art instructor

   Once you have selected a candidate for the commercial art instructor position, it is time to create an offer letter. In addition to salary, the offer letter should include details about benefits and perks that are available to the employee. Ensuring your offer is competitive is vital, as qualified candidates may be considering other job opportunities. The candidate may wish to negotiate the terms of the offer, and it is important to be open to discussion and reach a mutually beneficial agreement. After the offer has been accepted, it is a good idea to formalize the agreement with a contract.

   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.

   After that, you can create an onboarding schedule for a new commercial art instructor. 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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