How to hire a construction flagger

How to hire a construction flagger, step by step

Here's a step-by-step construction flagger hiring guide:

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

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1. Identify your hiring needs

   The construction flagger 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?

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   Hiring the perfect construction flagger also involves considering the ideal background you'd like them to have. Depending on what industry or field they have experience in, they'll bring different skills to the job. It's also important to consider what levels of seniority and education the job requires and what kind of salary such a candidate would likely demand.

   The following list breaks down different types of construction flaggers and their corresponding salaries.

   Type of Construction Flagger	Description	Hourly rate
   Construction Flagger		$12-20
   School Crossing Guard	A school crossing guard is an adult whose work is to ensure the safety of students and any other pedestrian or cyclist as they cross the road while heading or coming from school. They encourage safety for all people crossing the road around the school premises... Show more	$10-37
   Crossing Guard	A crossing guard directs and escorts pedestrians when crossing the street, enforcing traffic laws when necessary. They have the authority to control both pedestrian and vehicular traffic, and they will sometimes be responsible for directing traffic to avoid hazards... Show more	$11-20

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Safety Rules
   • Traffic Cones
   • Warning Devices
   • DOT
   • Safety Regulations
   • Traffic Flow
   • Public Safety
   • Traffic Control Signs
   • Construction Projects
   • Road Closures
   • Hand Signals
   • HEED
   • County Roads
   • Construction Zones

   Check all skills

   Responsibilities:

   • Lead suppression retrofit crews in several hi-rise and commercial projects.
   • Experience mason and insulator, and extensive plumbing and electrical experience and metal roof installations.
   • Set up devices including but not limit to: cones, barricades, signs according to MUTCD guidelines.

3. Make a budget

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

   • Location. For example, construction flaggers' average salary in michigan is 33% less than in oregon.
   • Seniority. Entry-level construction flaggers earn 40% less than senior-level construction flaggers.
   • Certifications. A construction flagger 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 construction flagger's salary.

   Average construction flagger salary

   $16.11hourly

   $33,514 yearly

   ---

   Entry-level construction flagger salary

   $26,000 yearly salary

   Updated December 11, 2025

4. Writing a construction flagger job description

   A job description for a construction flagger 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 a construction flagger job description:

   Construction flagger job description example

   • Set up safe work zones with proper equipment
   • Communicate with your partner to keep everyone safe
   • Control traffic flow with stop/slow paddles
   • Provide outstanding service and protection to customers

   Requirements : Comfortable standing 8-12 hours a day, lifting 40-45 lbs., working in all types of weather, and working in traffic. Must be able to pass pre-employment screening including a drug test.

   WHAT YOU WILL GET:

   • Competitive pay and overtime opportunities, make $15 to $16 per hour.
   • 3 Guaranteed pay increases within your first two years
   • Safety bonuses
   • $2,500 sign-on bonus!
   • Access to DailyPay: Make any day payday!
   • Paid, on-the-job training: ATSSA certification, defensive driver training, and handling emergencies
   • Quick promotion for Protectors interested in doing more - you can become a Senior Protector, Lead Protector, project manager, or manager with no college degree required.
   • Three Medical plan options through Anthem
   • Dental: choice of two dental plans
   • Vision plan
   • Company provided Life/AD&D benefit of $50,000
   • Short Term and Long Term Disability available
   • voluntary Life for yourself, spouse and dependents available
   • Accident and Critical Illness coverage available
   • 401(k) for all team members after 90 days - Note: Union team members are not eligible for 401(k) participation.
   • Pay rates and safety bonuses increase the longer you stay and the more promotions you receive with AWP. We reward hard work and loyalty.

   *Must have worked 1560 hours for the year to qualify for benefits*

   AWP is a Fair Chance Employer and will consider employment for, qualified applicants with criminal histories. All positions require the completion of a pre-employment background check. Please be aware that acknowledging or having criminal convictions does not constitute an automatic bar to employment.

   AWP is an Equal Opportunity Employer (EOE). Women, minorities, veterans, and individuals with disabilities are encouraged to apply. Qualified applicants will receive consideration for employment without regard to their race, color, religion, national origin, sex, sexual orientation, gender identity, protected veteran status or disability.

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5. Post your job

   To find the right construction flagger 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 construction flaggers they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit construction flaggers 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 construction flagger job on Zippia to find and recruit construction flagger candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   During your first interview to recruit construction flaggers, engage with candidates to learn about their interest in the role and experience in the field. During the following interview, you'll be able to go into more detail about the company, the position, and the responsibilities.

   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 construction flagger

   Once you've found the construction flagger 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.

   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.

   After that, you can create an onboarding schedule for a new construction flagger. 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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