How to hire a finishing area operator

How to hire a finishing area operator, step by step

Here's a step-by-step finishing area operator hiring guide:

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

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1. Identify your hiring needs

   The finishing area operator hiring process starts by determining what type of worker you actually need. Certain roles might require a full-time employee, whereas part-time workers or contractors can do others.

   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 finishing area operator 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 finishing area operator that fits the bill.

   This list shows salaries for various types of finishing area operators.

   Type of Finishing Area Operator	Description	Hourly rate
   Finishing Area Operator		$11-21
   Production Employee	In a manufacturing setting, a production employee is in charge of assembling and processing products, ensuring efficiency and timelines. Their responsibilities include adhering to guidelines and blueprints, monitoring the products for any defects or inconsistencies, operating machines and equipment, keeping an eye on the assembly line, and maintaining the cleanliness of work areas... Show more	$12-20
   Shop Worker	A shop worker may work in a wholesale or retail shop to provide customer service. They welcome guests, maintain their store's cleanliness, and ensure stock levels are maintained... Show more	$11-19

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Safety Procedures
   • Operational Procedures
   • Rail Cars

   Responsibilities:

   • Experience following procedures and managing GMP documentation.
   • Operate heavy machinery such as bobcat equipment and also operate and pave asphalt perform demolition work.
   • Load pre-cut graphite stamp dyes into EDM head.

3. Make a budget

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

   • Location. For example, finishing area operators' average salary in arkansas is 38% less than in new hampshire.
   • Seniority. Entry-level finishing area operators earn 49% less than senior-level finishing area operators.
   • Certifications. A finishing area operator 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 finishing area operator's salary.

   Average finishing area operator salary

   $15.87hourly

   $33,012 yearly

   ---

   Entry-level finishing area operator salary

   $23,000 yearly salary

   Updated December 27, 2025

4. Writing a finishing area operator job description

   A good finishing area operator 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 finishing area operator job description:

   Finishing area operator job description example

   **POSITION OVERVIEW**
   
   We are seeking a highly motivated intern to join the Neuroimmunology Cluster for Summer 2023. This intern will contribute to our ongoing efforts to elucidating novel targets to modulate neuroinflammatory astrocytes in neurodegenerative diseases. Specifically, the intern will have the opportunity to work under the supervision of Francesca Rapino and contribute to the following experimental approaches:
   
   + Assist with iPSC maintenance and differentiation, specifically to generate motor neurons and astrocytes in disease relevant lines
   
   + Provide support for internal programs - such as conducting in vitro experiments testing compound activity or helping process samples generated from in vitro or in vivo 'efficacy' studies.
   
   + Assist with a targeted loss of function screen to determine whether the gene expression changes observed in astrocytes in our single nuclei RNA seq data set from ALS patients are necessary and sufficient to drive reactive astrogliosis and neurodegeneration in vitro.
   
   **ABOUT YOU**
   
   + Candidates are required to be enrolled in a M.Sc., or B.S. university program in Biology, Neuroscience or a related discipline with
   
   + 1+ years of relevant laboratory experience preferred
   
   _At Sanofi R&D North America, we deliver meaningful solutions for patients. We transform science into breakthrough, best-in-class and first-in-class medicines and vaccines. We believe in creating a diverse and inclusive workforce - and workplace - which brings together the collective brainpower of over 2,000 colleagues and provides you with an exciting place to grow and develop. We set the bar high, and we deliver. Join us and together we will build on our trusted legacy of breakthroughs for society._
   
   _Sanofi Inc. and its U.S. affiliates are Equal Opportunity and Affirmative Action employers committed to a culturally diverse workforce. All qualified applicants will receive consideration for employment without regard to race; color; creed; religion; national origin; age; ancestry; nationality; marital, domestic partnership or civil union status; sex, gender, gender identity or expression; affectional or sexual orientation; disability; veteran or military status or liability for military status; domestic violence victim status; atypical cellular or blood trait; genetic information (including the refusal to submit to genetic testing) or any other characteristic protected by law._
   
   _As a healthcare company and a vaccine manufacturer, Sanofi has an important responsibility to protect individual and public health. All US based roles require individuals to be fully vaccinated against COVID-19 as part of your job responsibilities._
   
   At Sanofi diversity and inclusion is foundational to how we operate and embedded in our Core Values. We recognize to truly tap into the richness diversity brings we must lead with inclusion and have a workplace where those differences can thrive and be leveraged to empower the lives of our colleagues, patients and customers. We respect and celebrate the diversity of our people, their backgrounds and experiences and provide equal opportunity for all.

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5. Post your job

   There are various strategies that you can use to find the right finishing area operator for your business:

   • Consider promoting from within or recruiting from your existing workforce.
   • Ask for referrals from friends, family members, and current employees.
   • Attend job fairs at local colleges to find candidates who meet your education requirements.
   • Use social media platforms like LinkedIn, Facebook, and Twitter to reach potential job candidates.

   Post your job online:

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

6. Interview candidates

   During your first interview to recruit finishing area operators, engage with candidates to learn about their interest in the role and experience in the field. During the following interview, you'll be able to go into more detail about the company, the position, and the responsibilities.

   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 finishing area operator

   Once you have selected a candidate for the finishing area operator 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.

   It's equally important to follow up with applicants who don't get the job with an email letting them know that the position has been 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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