How to hire a finishing department supervisor

How to hire a finishing department supervisor, step by step

Here's a step-by-step finishing department 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 finishing department supervisor job description
• Step 5: Post your job
• Step 6: Interview candidates
• Step 7: Send a job offer and onboard your new finishing department 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 finishing department supervisor you need to hire. Certain finishing department 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 finishing department supervisor's background is also an important factor in determining whether they'll be a good fit for the position. For example, finishing department 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.

   Here's a comparison of finishing department supervisor salaries for various roles:

   Type of Finishing Department Supervisor	Description	Hourly rate
   Finishing Department Supervisor		$16-29
   Shift Production Supervisor	A shift production supervisor is in charge of overseeing business operations, ensuring efficiency and smooth workflow. Their responsibilities revolve around devising strategies to reach production standards and production targets, supervising and assessing staff performance, delegating tasks, managing schedules, and prioritizing customer satisfaction... Show more	$10-25
   Production Supervisor	Production supervisors are employees who oversee the production process, usually handling activities directly related to people management. They manage employees by ensuring that the production floor employees are doing their work well and are motivated... Show more	$20-43

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Spray Guns
   • CNC
   • Aluminum
   • Quality Issues
   • Quality Standards
   • Production Lines
   • RAN
   • Product Quality
   • Production Equipment
   • ISO
   • Production Schedules
   • Machine Operators
   • Customer Orders
   • Customer Specifications

   Responsibilities:

   • Lead cross-functional teams through the use of kaizen events to achieve the scope and objectives out line.
   • Provide technical support to CNC department for all off-line machining equipment, reducing downtime.
   • Press, band see, grinder, shoot blaster, heat-treatment, crucible, and CNC operation.
   • Schedule production, verify complete production, payroll verification, employee supervision
   • Maintain inventory of all secondary components in a JIT style system.
   • Maintain all supplies for finishers so production can keep running.

3. Make a budget

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

   • Location. For example, finishing department supervisors' average salary in florida is 39% less than in massachusetts.
   • Seniority. Entry-level finishing department supervisors 45% less than senior-level finishing department supervisors.
   • Certifications. A finishing department 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 finishing department supervisor's salary.

   Average finishing department supervisor salary

   $46,414yearly

   $22.31 hourly rate

   ---

   Entry-level finishing department supervisor salary

   $34,000 yearly salary

   Updated December 27, 2025

4. Writing a finishing department supervisor job description

   A finishing department supervisor 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 finishing department supervisor job description:

   Finishing department supervisor job description example

   About Us:
   
   Buechel Stone is a family owned and operated company that is headquartered out of Wisconsin with production facilities in Kansas and North Carolina. We are a natural stone company that prides itself on being THE BEST EXPERIENCE in natural stone for both our customers and employees.
   
   About You:
   
   How do you know if Buechel Stone is the right place for you. Simple. Are you looking for a place where the ownership group CARES about their employees? Do you OWN up to tasks and jobs that you have and have INTEGRITY when things are not going right? Do you like to have FUN and GET STUFF DONE? If these are resonating with you, then you are in the right place.
   
   About The Role:
   
   In Short: You will be responsible for applying finishing processes to stone according to work order specification and running Large Saws as needed.
   
   Role and Responsibilities
   
   * Participate in mandatory stretching exercise program
   * Receive direction and work orders from crew leader/supervisor
   * Verify that tools and equipment are in proper working condition
   * Perform finishing processes on stone including rock face, bush hammer, sand, chop saw, and flame
   * Ensure finishing processes meet work order specifications
   * Glue and patch stone to meet quality standards
   * Wrap and band finished product
   * Complete necessary paperwork
   * Keep work area clean and orderly
   * Follow all safety regulations
   
   Qualifications and Experience
   
   * Product knowledge
   * Dependable
   * Ability to work independently and as a team
   * Detail oriented
   * Ability to read and write English
   * Ability to perform mathematical operations
   * Organizational skills
   
   Physical Demands
   
   * Standing: Frequently (34-66% of the time)
   * Sitting: Occasionally (1-33% of the time)
   * Walking: Frequently (34-66% of the time)
   * Lifting 1-100lbs: Occasionally (1-33% of the time)
   * Carrying 1-100lbs: Occasionally (1-33% of the time)
   * Pushing: Occasionally (1-33% of the time)
   * Pulling: Occasionally (1-33% of the time)
   * Climbing: Occasionally (1-33% of the time)
   * Stooping: Occasionally (1-33% of the time)
   * Squatting: Occasionally (1-33% of the time)
   * Bending: Occasionally (1-33% of the time)
   * Reaching: Occasionally (1-33% of the time)
   * Grasping: Occasionally (1-33% of the time)
   * Manipulating: Occasionally (1-33% of the time)
   * Travel: Occasionally (1-33% of the time)

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5. Post your job

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

6. Interview candidates

   Recruiting finishing department supervisors 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.

   Remember to include a few questions that allow candidates to expand on their strengths in their own words. Asking about their unique skills might reveal things you'd miss otherwise. At this point, good candidates 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 department supervisor

   Once you've decided on a perfect finishing department supervisor candidate, it's time to write an offer letter. In addition to salary, it should include benefits and perks available to the employee. Qualified candidates may be considered for other positions, so make sure your offer is competitive. Candidates may wish to negotiate. Once you've settled on the details, formalize your 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 finishing department supervisor. 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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