How to hire a flat screen worker

How to hire a flat screen worker, step by step

Here's a step-by-step flat screen 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 flat screen worker job description
• Step 5: Post your job
• Step 6: Interview candidates
• Step 7: Send a job offer and onboard your new flat screen worker
• Step 8: Go through the hiring process checklist

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1. Identify your hiring needs

   Before you post your flat screen worker job, you should take the time to determine what type of worker your business needs. While certain jobs definitely require a full-time employee, it's sometimes better to find a flat screen worker for hire on a part-time basis or as a contractor.

   Determine employee vs contractor status

   Is the person you're thinking of hiring a US citizen or green card holder?

   Yes

   No

   A flat screen worker's background is also an important factor in determining whether they'll be a good fit for the position. For example, flat screen workers 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.

   The following list breaks down different types of flat screen workers and their corresponding salaries.

   Type of Flat Screen Worker	Description	Hourly rate
   Flat Screen Worker		$10-25
   Woodworking Shop Hand	A woodworking shop hand is responsible for assisting woodwork tasks, creating high-quality products, and inspecting the items thoroughly before packaging and releasing for delivery. Woodworking shop hands maintain clean and safe construction tools and equipment, perform repairs as needed, and disposing of defective items that may affect operational efficiency... Show more	$12-18
   Production Internship	A production internship is a program for a college student who works as a support person and seeks experience in the film or television set. An intern will research topics using various sources such as the internet, assist production staff in developing relevant stories for the television, film, and social media and run errands for a particular project... Show more	$12-19

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Mental Health

   Responsibilities:

   • Help develop acontrol atmosphere brazing oven for a new cupro braze radiator
   • Help develop acontrol atmosphere brazing oven for a new cupro braze radiator

3. Make a budget

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

   • Location. For example, flat screen workers' average salary in new mexico is 52% less than in north dakota.
   • Seniority. Entry-level flat screen workers earn 60% less than senior-level flat screen workers.
   • Certifications. A flat screen worker 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 flat screen worker's salary.

   Average flat screen worker salary

   $16.14hourly

   $33,564 yearly

   ---

   Entry-level flat screen worker salary

   $21,000 yearly salary

   Updated December 27, 2025

4. Writing a flat screen worker job description

   A flat screen worker 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 flat screen worker job description:

   Flat screen worker job description example

   Fanatics is building a leading global digital sports platform to ignite and harness the passions of fans and maximize the presence and reach for hundreds of partners globally. Optimizing these long-standing partnerships, a database of more than 80 million global consumers and a trusted, recognizable brand name, Fanatics is expanding beyond its position as a global leader for licensed sports merchandise to now becoming a next-gen digital sports platform, featuring an array of offerings for fans across the sports ecosystem.
   
   The Fanatics family of companies currently includes Fanatics Commerce, a vertically-integrated licensed merchandise business that has changed the way fans purchase their favorite team apparel, jerseys, headwear and hardgoods through a tech-infused approach to making and quickly distributing fan gear in today's 24/7 mobile-first economy; Candy Digital, a digital collectibles company that is partnering with prominent sports properties, including MLB and MLBPA, to build an official NFT ecosystem; Fanatics Collectibles, a transformative company that is building a new model for the hobby and giving collectors an end-to-end collectibles experience; and Fanatics Betting & Gaming, a mobile betting, gaming and retail sportsbook platform. Additional ventures that will build out Fanatics' footprint across the broader digital sports landscape will be rolled out soon. Fanatics' partners include all major professional sports leagues (NFL, MLB, NBA, NHL, NASCAR, MLS, PGA) and hundreds of collegiate and professional teams, which include several of the biggest global soccer clubs.
   
   As a market leader with more than 8,000 employees, and hundreds of partners, suppliers, and vendors worldwide, we take responsibility for driving toward more ethical and sustainable practices. We are committed to building an inclusive Fanatics community, reflecting and representing society at every level of the business, including our employees, vendors, partners and fans. Fanatics is also dedicated to making a positive impact in the communities where we all live, work, and play through strategic philanthropic initiatives.
   
   At Fanatics, we're a diverse, passionate group of employees aiming to ignite pride and passion in the fans we outfit, celebrate and support. We recognize that diversity helps drive and foster innovation, and through our IDEA program (inclusion, diversity, equality and advocacy) at Fanatics we provide employees with tools and resources to feel connected and engaged in who they are and what they do to support the ultimate fan experience.
   RESPONSIBILITIES:
   
   o Read screen print ticket for quantity by size and color, inspects for correctness of quantities and notify supervisor of discrepancies. Run test print and get approval to run order.
   o Unloads garments from conveyor and apply heat seal label when necessary.
   o Inspect for defects in quality of printing, stopping production when quality problems arise. Checks every twelfth shirt for cure. Inform operator to resume production only after satisfactory corrections are made.
   o Folding shirts in sixes, twelves, or stacking them on carts for secondary position printing if necessary, places folded bundle neatly into buggy, boxes or crates. Does not combine any of these three steps into one step.
   o Assures that all misprints or defects have been replaced before screens are taken down and that all touch-ups and clean-ups are completed before goods are sent to shipping.
   o Clean and touch up garments when necessary.
   o Verify accuracy of quantity by size, quality of print and cure and advise operator when order complete and OK to tear-down.
   o Complete all pertinent information on inspector production sheet and obtain supervisor's signature for downtime and other allowances.
   o Perform other duties such as unloading garments from press and in this position also observe each garment for quality purposes.
   o Assist other team member(s) in the tear-down and set up process and cleanup of work area.
   
   REQUIREMENTS
   
   o Good math skills
   o Legible hand writing
   o Able to stand for long periods of time
   o Able to distinguish colors
   o Must be able to lift up to 40 lbs
   o Other responsibilities as required
   Ensure your Fanatics job offer is legitimate and don't fall victim to fraud. Fanatics never seeks payment from job applicants. Feel free to ask your recruiter for a phone call or other type of communication for interview, and ensure your communication is coming from a Fanatics or Fanatics Brand email address. For added security, where possible, apply through our company website at www.fanaticsinc.com/careers
   
   Tryouts are open at Fanatics! Our team is passionate, talented, unified, and charged with creating the fan experience of tomorrow. The ball is in your court now.
   
   Fanatics is committed to responsible planning and purchasing (RPP) practices, working with its business partners across its global and multi-layered supply chain, to ensure that planning, sourcing, and purchasing decisions, along with other supporting processes, do not impede or conflict with the fulfillment of Fanatics' fair labor practices.
   
   NOTICE TO CALIFORNIA RESIDENTS/APPLICANTS: In connection with your application, we collect information that identifies, reasonably relates to or describes you (“Personal Information”). The categories of Personal Information that we collect include your name, government issued identification number(s), email address, mailing address, other contact information, emergency contact information, employment history, educational history, criminal record, and demographic information. We collect and use those categories of Personal Information about you for human resources and other business management purposes, including identifying and evaluating you as a candidate for potential or future employment or other types of positions, recordkeeping in relation to recruiting and hiring, conducting criminal background checks as permitted by law, conducting analytics, and ensuring compliance with applicable legal requirements and Company policies.

   Copy this example

   

5. Post your job

   There are various strategies that you can use to find the right flat screen worker 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 flat screen worker job on Zippia to find and recruit flat screen worker candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   Your first interview with flat screen worker 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.

   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 flat screen worker

   Once you have selected a candidate for the flat screen 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.

   It's also important to follow up with applicants who do not get the job with an email letting them know that the position is 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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