How to hire a dispatch technician

How to hire a dispatch technician, step by step

Here's a step-by-step dispatch technician hiring guide:

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

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1. Identify your hiring needs

   First, determine the employments status of the dispatch technician you need to hire. Certain dispatch technician 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

   Hiring the perfect dispatch technician 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.

   This list shows salaries for various types of dispatch technicians.

   Type of Dispatch Technician	Description	Hourly rate
   Dispatch Technician		$12-20
   Yardmaster/Customer Service/Crew Dispatching	A yardmaster/customer service/crew dispatching officer functions differently depending on their industry or place of employment. Most of their responsibilities revolve around dealing with providing customer support and services, responding to inquiries and correspondence, addressing issues and concerns, providing corrective measures, and producing progress reports... Show more	$12-18
   Transportation Dispatcher	A Transportation Dispatcher's job is to coordinate the transportation of goods by trucks with suppliers, drivers, etc. He/She schedules drivers for pickups and deliveries on specific routes... Show more	$13-22

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Customer Service
   • Emergency Calls
   • POS
   • Inbound Calls
   • Troubleshoot
   • Service Calls
   • Telephone Calls
   • Computer Aided Dispatch
   • LAN
   • Outbound Calls
   • CAD
   • Customer Calls
   • Customer Satisfaction
   • Windows

   Check all skills

   Responsibilities:

   • Manage the customer relationship and expectations, communicate effectively, and troubleshoot and resolve technical issues.
   • Work in service industry with plumbing, drain and HVAC techs.
   • Maintain and develop positive business relationships with a customer's key personnel involve in or directly relevant to a logistics activity.
   • Used AS400 to track and identify work relate assets.
   • Create interactive PowerPoint structures for artists to continue in development.

3. Make a budget

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

   • Location. For example, dispatch technicians' average salary in alabama is 31% less than in alaska.
   • Seniority. Entry-level dispatch technicians earn 37% less than senior-level dispatch technicians.
   • Certifications. A dispatch technician 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 dispatch technician's salary.

   Average dispatch technician salary

   $16.57hourly

   $34,469 yearly

   ---

   Entry-level dispatch technician salary

   $27,000 yearly salary

   Updated January 24, 2026

4. Writing a dispatch technician job description

   A dispatch technician 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 dispatch technician job description:

   Dispatch technician job description example

   Pacific Office Automation is the largest independently-owned document imaging and technology dealers in the nation. Since 1976, we have grown to over thirty branches located in ten western states: OR, WA, CA, AZ, NM, NV, UT, ID, CO, & TX. With over 40 years of success in office equipment and technology sales/service, our growth and reputation have afforded us great relationships with top manufacturers such as Canon, Sharp, Konica Minolta, HP, Ricoh, Lexmark, and many more.
   
   At Pacific Office Automation, you will find an amazing technology company full of growth opportunities, great benefits, and passionate coworkers who aim to help you succeed. Among our company goals, we aim to be a long-term employer. That means providing employees with the training and certification they need to keep up with the fast-changing technology of our office machines, devices, and software. At POA, we believe that all voices can and should be heard, regardless of seniority or tenure.
   
   Pacific Office Automation is seeking an IT Dispatcher with strong customer service skills and administrative abilities at our Beaverton, OR office.
   * Answer incoming support calls.
   * Create support tickets on behalf of customers.
   * Identify and escalate issues to Helpdesk.
   * Document all call information according to standard operating procedures
   * Use basic computer applications.
   * Communicate with customers, technicians, and salespeople.
   * Schedule service calls.
   * Meet monthly service goals.
   * Recognize, document, and alert the management team of trends in customer calls.
   * Route calls to appropriate resources.
   
   Qualifications
   
   * Strong phone and verbal communication skills along with active listening.
   * Proven ability to multi-task and work under fast-pace environments while maintaining accuracy.
   * Ability to calmly handle stressful situations.
   * High attention to detail and strong organizational skills.
   * Computer and customer service skills.
   * Must have strong written and verbal communication skills.
   * Must know how to use Microsoft Word and Excel.
   * Bi-lingual is a plus+
   
   Experience
   
   * 1-2 years of previous dispatch experience and/or call center agent with IT customer support service experience.
   * Experience using IT Ticketing Support systems.
   * Experience using Unified Communications for business solutions. (Call Handling)
   
   Benefits
   
   * Medical/Dental/Vision/Life insurance plans
   * FSA/HSA programs
   * 401K aggressive company match
   * PTO, Vacation, Sick Leave
   
   Our Commitment to Diversity and Inclusion
   
   Pacific Office Automation is proud to be an equal employment opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, national origin, ancestry, gender, sexual orientation, gender expression or identity, age, religion, veteran status, or any other characteristic protected by law. We celebrate our employees differences because we know that diversity makes us stronger.

   Copy this example

   

5. Post your job

   There are a few common ways to find dispatch technicians 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 dispatch technician job on Zippia to find and recruit dispatch technician candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   To successfully recruit dispatch technicians, your first interview needs to engage with candidates to learn about their interest in the role and experience in the field. You can go into more detail about the company, the role, and the responsibilities during follow-up interviews.

   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 dispatch technician

   Once you've found the dispatch technician 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.

   It's also good etiquette to follow up with applicants who don't get the job by sending them an email letting them know that the position has been filled.

   After that, you can create an onboarding schedule for a new dispatch technician. 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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