How to hire a division supervisor

How to hire a division supervisor, step by step

Here's a step-by-step division supervisor hiring guide:

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

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1. Identify your hiring needs

   First, determine the employments status of the division supervisor you need to hire. Certain division supervisor 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 division supervisor's background is also an important factor in determining whether they'll be a good fit for the position. For example, division supervisors 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 presents division supervisor salaries for various positions.

   Type of Division Supervisor	Description	Hourly rate
   Division Supervisor		$17-59
   Quality Assurance Supervisor	A quality assurance supervisor oversees and leads the quality control operations within a manufacturing plant or similar establishment. They are primarily responsible for crafting and implementing policies that prioritize the efficiency of products or services, supervising and evaluating the performances of the workforce, and setting standards and procedures that align not just with the goals of the company, but the national and international level of production standards... Show more	$22-45
   Division Chief	Division chiefs are professionals who are responsible for leading and managing subordinates of a particular division of a department. These chiefs are required to conduct administrative and personnel transactions as well as review their legislation and technical program activities... Show more	$17-97

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Maintenance Procedures
   • Personnel Actions
   • Direct Supervision
   • Front Desk
   • Logistics
   • Performance Evaluations
   • Disciplinary Actions
   • Payroll
   • Preventative Maintenance
   • Corrective Maintenance
   • Performance Standards
   • Hazardous Materials
   • Performance Reviews
   • Equipment Maintenance

   Check all skills

   Responsibilities:

   • Evaluate progress of program plans to determine whether overall command-wide objectives are being accomplish economically with reference to budget and manpower.
   • Demonstrate ability to troubleshoot creatively, solve problems effectively, and make inform decisions while successfully guiding others through constant change.
   • Maintain high-quality reporting and divisional dashboard by administer KPI goal-setting division-wide.
   • Spearhead daily operations meeting utilizing lean manufacturing methodologies to review process data and drive continuous improvement base on define KPI's.

3. Make a budget

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

   • Location. For example, division supervisors' average salary in south dakota is 48% less than in district of columbia.
   • Seniority. Entry-level division supervisors 71% less than senior-level division supervisors.
   • Certifications. A division supervisor 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 division supervisor's salary.

   Average division supervisor salary

   $67,352yearly

   $32.38 hourly rate

   ---

   Entry-level division supervisor salary

   $36,000 yearly salary

   Updated January 30, 2026

4. Writing a division supervisor job description

   A good division supervisor 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 division supervisor job description:

   Division supervisor job description example

   Announcement # 2022-053

   Closing Date : November 3, 2022

   Salary : $7,476-$9,503 per month

   The ADULT DIVISION SUPERVISOR position is full-time, 40 hours, FLSA exempt, Civil Service, and not represented by a Union.

   Columbia County is looking for a skilled supervisor to lead our community justice adult division. The Community Justice department partners with community groups and human services agencies, and provides a continuum of supervision, incarceration, and programming to manage offender behavior.

   We work in cooperation with the Oregon Department of Corrections, the Oregon Youth Authority, and local criminal justice agencies. This partnership provides a cost-effective way to hold offenders accountable while assisting them through the process of changing their criminal behavior.

   Through these programs, we provide public safety and strive to reduce recidivism while supervising those referred to the Juvenile Division and Adults sentenced to probation, post-prison, or parole.

   DUTIES : Oversee the operations of the Adult Division and be accountable for the performance of the Division by working closely with the Director on planning and direction of the Division. Supervise Adult Parole/Probation Officers. Perform professional corrections casework investigating and supervising misdemeanor and felony offenders under the jurisdiction of the County Community Corrections Program. Supervise and implement sanctions and programs to assist in offender accountability and behavior change.

   EDUCATION AND/OR EXPERIENCE : Bachelor's degree with major course work in social casework, corrections, sociology, or psychology. Four years of experience in probation work dealing with adults, with at least one year of supervisory experience. Any satisfactory equivalent combination of experience and training which demonstrates the ability to perform the above described duties may be acceptable.

   SPECIAL REQUIREMENTS : : Possession of, or ability to obtain within three (3) months of employment, Law Enforcement Data System Certification. Possession of, or ability to obtain within one (1) year of employment, DPSST certification as an Advanced Parole/Probation Officer. Possession of an appropriate Oregon motor vehicle operator's license and must be insurable under the County's liability coverage. Possession of First Aide, CPR and AED certification. Must successfully complete Supervisory classes at DPSST as designated by the Director within twelve (12) months of hire.

   KNOWLEDGE, SKILL AND ABILITY : Extensive knowledge of behavior and adjustment problems in criminogenic issues with adult offenders and methods of treatment. Considerable knowledge of behavior and adjustment problems in law offenders and methods of treatment. Considerable knowledge of state criminal laws, federal law, case law decisions, state administrative rules and parole rules and Attorney General opinions. Considerable knowledge of the principles of psychology in relation to adult offenders.

   Familiarity with computers systems and their use.

   Ability to supervise, plan and organize the efficient and economic performance of staff. Ability to communicate effectively with persons of various ethnic, racial or age groups and socio-economic levels who may be hostile or abusive. Ability to communicate effectively both verbally and in writing. Ability to act in such a manner so as to maintain the confidentiality of issues and matters which may be encountered. Ability to enforce all laws, regulations, ordinances and standards consistently to ensure maximum compliance and to protect the public health and safety. Ability to act effectively and decisively in emergency situations. Ability to perform detailed work involving written or numerical data and to make arithmetical calculations rapidly and accurately. Ability to act independently in the absence of supervision and instructions. Ability to prioritize and accomplish quickly and efficiently a large number of diverse tasks. Ability to maintain harmonious and effective working relationships with fellow employees, other agencies, County officials and the general public.

   Join our team - Columbia County online application must be completed - Apply today!

   www.ColumbiaCountyOR.gov

   
   

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5. Post your job

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

6. Interview candidates

   Your first interview with division supervisor candidates should focus on their interest in the role and background experience. As the hiring process goes on, you can learn more about how they'd fit into the company culture in later rounds of 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 division supervisor

   Once you've found the division supervisor 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 division supervisor. 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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