How to hire a crater

How to hire a crater, step by step

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

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

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1. Identify your hiring needs

   First, determine the employments status of the crater you need to hire. Certain crater 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 crater's background is also an important factor in determining whether they'll be a good fit for the position. For example, craters 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.

   This list shows salaries for various types of craters.

   Type of Crater	Description	Hourly rate
   Crater	Hand laborers and material movers manually move freight, stock, or other materials. Others feed or remove material to and from machines, clean vehicles, pick up unwanted household goods, and pack materials for moving.	$11-22
   Warehouseman	A warehouseman or warehouse worker is the person who assists with the inventory, shipping, and receiving of items in warehouses. Warehousemen receive and process incoming materials and stocks, along with picking and filling orders from the store... Show more	$14-20
   Package Handler UPS	The primary job of package handlers is to assemble, seal, and load packages. They are responsible for tracking package information using scanners and sorting parcels according to destination... Show more	$12-19

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Hand Tools
   • Tape Measure
   • Nail Guns
   • Pallets
   • Build Crates
   • Customer Orders
   • Power Saws
   • Unload Trucks
   • Air Tools
   • Custom Crates

   Responsibilities:

   • Build pallets for doors and crate doors for ship out.
   • Handle dangerous materials including HazMat, utilizing preset safety measures.
   • Labele crates and load onto truck with forklift or pallet jack.
   • Pick material and ensure accuracy by checking against automate systems (DD250).
   • Certify to use tools such as blow torches, welding machines, forklifts, metal grinders, and heavy machinery.

3. Make a budget

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

   • Location. For example, craters' average salary in alabama is 52% less than in north dakota.
   • Seniority. Entry-level craters earn 49% less than senior-level craters.
   • Certifications. A crater 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 crater's salary.

   Average crater salary

   $16.47hourly

   $34,255 yearly

   ---

   Entry-level crater salary

   $24,000 yearly salary

   Updated December 17, 2025

4. Writing a crater job description

   A good crater 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 crater job description:

   Crater job description example

   About Us:
   
   Paper Converting Machine Company (PCMC) specializes in the design and manufacture of high-performance converting machinery for the tissue, nonwovens and package-printing industries worldwide. Our comprehensive product offerings include rewinding, laminating, printing, embossing, perforating and packaging equipment for tissue and towels; folding and converting machines; and a complete range of flexographic printing presses and laser anilox cleaners, serving the flexible-packaging, prime-label and carton-converting industries.
   
   Barry-Wehmiller is a diversified global supplier of engineering consulting and manufacturing technology for the packaging, corrugating, sheeting and paper-converting industries. By blending people-centric leadership with disciplined operational strategies and purpose-driven growth, Barry-Wehmiller has become a $3 billion organization with nearly 12,000 team members united by a common belief: to use the power of business to build a better world.
   
   Job Description:
   
   Must plan, lay out and manufacture shipping skids, crates, boxes, etc., which are structurally in accordance with specifications and regulations of the Customer, the Carrier, our Company or any other regulating agencies. Must understand lumber usage in order to keep stock on hand. Must be proficient in the use of basic tools used in the carpentry trade. Must be proficient in the use of, and responsible for the handling of fork lifts, overhead cranes and the proper rigging of machines and equipment for hoisting, moving about the plant and loading/unloading of trailers without damage. Must maintain a safe and clean working environment. Must exercise care in preventive maintenance as part of their responsibility. Must be proficient in basic computer skills using Outlook, Word and Excel.
   
   At Barry-Wehmiller we recognize that people come with a wealth of experience and talent beyond just the technical requirements of a job. If your experience is close to what you see listed here, please still consider applying. We know that our differences often can bring about innovation, excellence and meaningful work-therefore, people from all backgrounds are encouraged to apply to our positions. Please let us know if you require reasonable accommodations during the interview process.
   
   Barry-Wehmiller is an equal opportunity employer. M/F/D/V This organization uses E-Verify.
   
   Applicants may be subject to pre-employment screening which may include drug screening, reference checks, employment verifications, background screening and/or skills assessments.
   
   Company:
   
   Paper Converting Machine Company

   Copy this example

   

5. Post your job

   To find craters 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 craters they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit entry-level craters 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 crater job on Zippia to find and recruit crater candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   Recruiting craters 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 crater

   Once you've selected the best crater 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.

   Once that's done, you can draft an onboarding schedule for the new crater. Human Resources should complete Employee Action Forms and ensure that onboarding paperwork is completed, including I-9s, benefits enrollment, federal and state tax forms, etc. They should also ensure that new employee files are created for internal recordkeeping.

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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