How to hire a crafter

How to hire a crafter, step by step

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

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

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1. Identify your hiring needs

   Before you post your crafter job, you should take the time to determine what type of worker your business needs. While certain jobs definitely require a full-time employee, it's sometimes better to find a crafter for hire on a part-time basis or as a contractor.

   Determine employee vs contractor status

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

   Yes

   No

   A crafter's background is also an important factor in determining whether they'll be a good fit for the position. For example, crafters 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 crafters and their corresponding salaries.

   Type of Crafter	Description	Hourly rate
   Crafter	Jewelers and precious stone and metal workers design, manufacture, and sell jewelry. They also adjust, repair, and appraise gems and jewelry.	$8-23
   Jeweler Apprentice	Jeweler Apprentices are trainees who work under jewelers. These apprentices are usually on track to becoming jewelers themselves... Show more	$12-19
   Bench Jeweler	A Bench Jeweler is responsible for cleaning and repairing jewelry and adjusting features according to the customers' specifications. Bench jewelers inspect the jewelry's condition and design one as necessary, depending on the jewelry store they are employed in... Show more	$12-33

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Hand Tools
   • Customer Service
   • Table Saws
   • Customer Orders
   • Assembly Line
   • Quality Standards

   Responsibilities:

   • Participate in the production of tutorial videos showing the assembly of home DIY jewelry kits feature on YouTube.
   • work to support family own jewelry business that produce high quality jewelry of gold and silver.
   • Design and create unique jewelry using silver, brass, bullets, shells, and a variety of recycle materials.
   • Coordinate with all departments to create, decorate, pack, and ship orders for the top selling Etsy wedding/bridal store.
   • Deliver smoothies with proper ingredient measurements and an enthusiastic attitude throughout entire process consistently.
   • work to support family own jewelry business that produce high quality jewelry of gold and silver.

3. Make a budget

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

   • Location. For example, crafters' average salary in south carolina is 50% less than in minnesota.
   • Seniority. Entry-level crafters earn 63% less than senior-level crafters.
   • Certifications. A crafter 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 crafter's salary.

   Average crafter salary

   $14.57hourly

   $30,315 yearly

   ---

   Entry-level crafter salary

   $18,000 yearly salary

   Updated December 14, 2025

4. Writing a crafter job description

   A crafter 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. To help get you started, here's an example of a crafter job description:

   Crafter job description example

   PBNA 36.14
   
   Full Time/Nights
   
   $36.14 per hour
   
   SKILLS/TRAINING REQUIRED:* Two-year certificate or degree from a trade school or college or equivalent combinations of education, training and experience. Certification in at least two trades (electric, welding, etc.) required.1. Minimum of five (5) plus years of related experience and/or training in a manufacturing environment/packaging line required.2. Working knowledge of Microsoft Office applications to include, but not limited to excel, Word, etc. ability to interpret equipment trends from software applications.3. Ability to research equipment specifications using the Internet ability to interpret mechanical, electrical, hydraulic/pneumatic blue prints and reach technical manuals. Possess intermediate math skills, with the ability to perform calibrations ability to read wiring diagrams.4. Knowledge of and ability to use equipment including, but not limited to digital Volt MultiMeter, tachometer, temperature probe, welder, torch, hand tools, basic machine shop tools, etc.5. Ability to work independently or with minimal supervision Team player with strong work ethic6. Ability to manage difficult situations, responds promptly to machine malfunctions, and proactively participate in meeting departmental goals.7. Excellent verbal, written communication, time management skills and attention to details must be accurate and thorough 8. Must be able to balance multiple tasks, be flexible, and work well under pressure.9. Ability to operate fork lift and other motorized vehicles.
   
   High School Diploma or GED
   
   Our Company will consider for employment qualified applicants with criminal histories in a manner consistent with the requirements of the Fair Credit Reporting Act, and all other applicable laws, including but not limited to, San Francisco Police Code Sections 4901-4919, commonly referred to as the San Francisco Fair Chance Ordinance; and Chapter XVII, Article 9 of the Los Angeles Municipal Code, commonly referred to as the Fair Chance Initiative for Hiring Ordinance.
   
   >
   
   All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, protected veteran status, or disability status.
   
   PepsiCo is an Equal Opportunity Employer: Female / Minority / Disability / Protected Veteran / Sexual Orientation / Gender Identity
   
   If you'd like more information about your EEO rights as an applicant under the law, please download the available EEO is the Law & EEO is the Law Supplement documents. View PepsiCo EEO Policy.
   
   Please view our Pay Transparency Statement

   Copy this example

   

5. Post your job

   To find crafters for your business, try out a few different recruiting strategies:

   • Consider internal talent. One of the most important talent pools for any company is its current employees.
   • Ask for referrals. Reach out to friends, family members, and your current work to ask if they know any crafters they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit entry-level crafters with the right educational background.
   • Social media platforms. LinkedIn, Facebook, and Twitter have more than 3.5 billion users, and they're a great place for company branding and reaching potential job candidates.

   Post your job online:

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

6. Interview candidates

   Recruiting crafters 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.

   You should also ask about candidates' unique skills and talents to see if they match the ideal candidate profile you developed earlier. Candidates good enough for the next step can complete 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 crafter

   Once you've selected the best crafter 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 important to follow up with applicants who do not get the job with an email letting them know that the position is 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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