How to hire a demolition worker

How to hire a demolition worker, step by step

Here's a step-by-step demolition worker hiring guide:

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

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1. Identify your hiring needs

   Before you start hiring a demolition worker, 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 demolition worker 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 demolition worker that fits the bill.

   This list presents demolition worker salaries for various positions.

   Type of Demolition Worker	Description	Hourly rate
   Demolition Worker	Construction laborers and helpers perform many tasks that require physical labor on construction sites.	$10-23
   Electrical Foreman	An electrical foreman is a professional who is responsible for supervising power linesmen and electricians in the installation, repair, and maintenance of electrical power lines or electrical systems. Electrical foremen conduct periodic inspections at a construction site to ensure that materials and supplies are available... Show more	$17-34
   Mason	A mason is responsible for shaping artificial mineral products, concrete blocks, stone pieces, and bricks to create structures essential for construction or other building purposes using various machinery and equipment, following the highest safety standards and production procedures. Masons analyze schematics and blueprints, applying the clients' specifications and customization to their product expertise... Show more	$13-32

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Demolition
   • Hazardous Materials
   • Safety Codes
   • Asbestos
   • Safety Procedures
   • Physical Labor
   • Concrete Structures
   • Shovels
   • DIG Trenches
   • Sheetrock
   • Hoists
   • Tampers
   • Excavations
   • Waste Materials

   Check all skills

   Responsibilities:

   • Skil at operating jackhammers, earth tampers, cement mixers, surveying and measuring equipment.
   • Remove rubble and other debris at construction sites using rakes, shovels, wheelbarrows and other equipment.
   • Tear down mold Sheetrock, mold ceilings, and cabinets
   • Set up and operate equipment such as hoists, jackhammers, or drills, in order to bore charge holes.
   • Destroy and take apart buildings by operating wrecking balls and other machines using hand, sledgehammers, axes, or shovels.
   • Work at different kinds of construction as a laborer, carpenter, electrician, plumber, HVAC, and, superintendent.

3. Make a budget

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

   • Location. For example, demolition workers' average salary in mississippi is 55% less than in new york.
   • Seniority. Entry-level demolition workers 54% less than senior-level demolition workers.
   • Certifications. A demolition worker 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 demolition worker's salary.

   Average demolition worker salary

   $15.86hourly

   $32,985 yearly

   ---

   Entry-level demolition worker salary

   $22,000 yearly salary

   Updated December 17, 2025

4. Writing a demolition worker job description

   A job description for a demolition worker 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 demolition worker job description:

   Demolition worker job description example

   PeopleReady of Bedford, MA is now hiring Demolition Labors!
   
   Apply today and you could start as soon as tomorrow. No resume or interview required – yep, you read that right.
   
   As a PeopleReady associate you'll benefit from:
   
   * The freedom to work where you want, when you want and as often as you want.
   
   * Next-day pay* for many of our open positions.
   
   * The ability to choose long-term positions for steady work or short-term positions if you just want some extra cash.
   
   * The ability to sign up for jobs right from our mobile app, JobStack!
   
   Pay Rate:
   
   The pay rate for this job is $20 / Hour
   
   What you'll be doing as a Demolition Labor:
   
   * Removing dry wall / hardwood flooring
   
   * Deconstructing of rooms
   
   * Removing existing dry wall and flooring
   
   * Use of hand tools, to tear down site
   
   * Follows Supervisors task list
   
   * Other duties as assigned
   
   * The Demolition Laborer is responsible for commercial and high-end residential demolition work.
   
   Available shifts:
   
   Shift timings - 1st Shift (Day)
   
   Job requirements:
   
   * Able to lift to 50lbs
   
   * Construction experience is preferred
   
   * Ability to use hand tools
   
   * Strong Work Ethic & Positive Attitude
   
   * Dust Mask,Safety Boots Steel Toe,Safety Goggles required.
   
   * This position performs tasks involving physical labor at construction demolition projects.
   
   * The position may operate a variety of hand and power tools and may clean and prepare sites, dig trenches, clean up rubble and debris, and remove waste materials.
   
   Ready to take control of the way you work?
   
   Complete our application to join the PeopleReady team today. In case you missed it, no resumes or interviews are required!
   
   \#TIER1
   
   PeopleReady is an equal opportunity employer, and we value diversity. We do not discriminate based on race, religious affiliation, color, national origin, gender, age, marital status, sexual orientation, gender identity, veteran status, disability, or any other basis protected by law. We will get to know you and connect you with jobs that match your skills, experience and preferences. We work hard every single day to find jobs so each employee has opportunity and variety in their work.

   Copy this example

   

5. Post your job

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

6. Interview candidates

   Recruiting demolition workers 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. 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 demolition worker

   Once you have selected a candidate for the demolition worker 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.

   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.

   Once that's done, you can draft an onboarding schedule for the new demolition worker. 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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