How to hire a floor staff

How to hire a floor staff, step by step

Here's a step-by-step floor staff hiring guide:

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

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1. Identify your hiring needs

   Before you post your floor staff 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 floor staff 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

   Hiring the perfect floor staff 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.

   Here's a comparison of floor staff salaries for various roles:

   Type of Floor Staff	Description	Hourly rate
   Floor Staff	Janitors and building cleaners keep many types of buildings clean, orderly, and in good condition.	$10-24
   General Cleaner	General cleaners are responsible for maintaining the cleanliness and orderliness of all the facilities of the company premises. A general cleaner also monitors the adequacy of cleaning materials in the storage area... Show more	$10-16
   Cleaning Crew Member	The responsibilities of a cleaning crew member depend on the delegated tasks from a leader. Most duties will revolve around sweeping and mopping floors, wiping windows and mirrors, cleaning bathrooms and kitchens, dusting corners, and vacuuming... Show more	$10-17

   Show more

2. Create an ideal candidate profile

   Common skills:

   • POS
   • Phone Calls
   • Cleanliness
   • Math
   • Emergency Situations
   • Crowd Control
   • Clean Restrooms
   • Sound Quality
   • Concession Stand
   • Customer Service
   • Club Program
   • IMAX
   • Food Service
   • Mpaa

   Check all skills

   Responsibilities:

   • Manage top prize payouts, involving large amounts of funds being transfer across the gaming floor.
   • Establish good time management and customer service skills, specifically in organization and cleanliness.
   • Operate high speed and low speed buffers, walk behind buffers and scrubbers, ride-on scrubbers, and square dry scrubbers.
   • Operate Scrubbers/buffers/high speed buffers/carpet extractors.
   • Perform routine maintenance on automatic scrubbers and propane buffers.
   • Maintain cleanliness and organization of work environment while also resolving conflicts between customers.

3. Make a budget

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

   • Location. For example, floor staff' average salary in mississippi is 64% less than in new york.
   • Seniority. Entry-level floor staff earn 58% less than senior-level floor staff.
   • Certifications. A floor staff 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 floor staff's salary.

   Average floor staff salary

   $15.96hourly

   $33,187 yearly

   ---

   Entry-level floor staff salary

   $21,000 yearly salary

   Updated December 5, 2025

4. Writing a floor staff job description

   A floor staff 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 floor staff job description:

   Floor staff job description example

   WHO ARE WE?
   
   Live Nation Entertainment is the world's leading live entertainment company, comprised of global market leaders: Ticketmaster, Live Nation Concerts, and Live Nation Media & Sponsorship. Ticketmaster is the global leader in event ticketing with over 500 million tickets sold annually and more than 12,000 clients worldwide. Live Nation Concerts is the largest provider of live entertainment in the world promoting more than 40,000 shows and 100+ festivals annually for nearly 4,000 artists in over 40 countries. These businesses allow Live Nation Media & Sponsorship to create strategic music marketing programs that connect over 1,000 brands with the 98 million fans that attend Live Nation Entertainment events each year. For additional information, visit www.livenationentertainment.com.
   
   Live Nation's Concerts Division is where tours are born, artists come to life, and fans get to experience the rush of live music. From our dozens of owned/operated Amphitheaters to our Global Touring team, from Ticketing and Venue Operations to Marketing and Sales... we foster a fun and upbeat work culture with no shortage of opportunities. With perks ranging from free concert tickets to dog-friendly offices, to progressive benefits like student loan reimbursement and adoption/fertility support... it's no wonder we are certified as a Great Place to Work organization and one of People Magazine's "50 Companies that Care". We want everyone to feel like they belong and can thrive in our community, so we strive to help you achieve your career and personal goals. Live music is our passion and where we find our common ground. There has never been a better time to join Live Nation.
   
   WHO ARE YOU?
   
   Passionate and motivated. Driven, with an entrepreneurial spirit. Resourceful, innovative, forward thinking and committed. At Live Nation Entertainment, our people embrace these qualities, so if this sounds like you then please read on!
   
   WHAT THIS ROLE WILL DO
   
   + Deliver exemplary customer service to maintain customer loyalty. Answer inbound calls or in person inquiries to resolve our customer concerns through analysis to determine the most effective resolution.
   
   + Adapt to customer needs ensuring that they are understood, and appropriate action is taken to meet and exceed their expectations.
   
   + Refer unresolved customer grievances to designated departments for further investigation
   
   + Solicit sales of new or additional services or products.
   
   + Confer with customers by telephone or in person to provide information about products or services, take, or enter orders, cancel accounts, or obtain details of complaints.
   
   + Keep records of customer interactions or transaction, recording details of inquiries, complaints, or comments, as well as action taken.
   
   + Show CARE by participating in the venue's sustainability program which could include implementing programs that conserve resources/prevent waste such as sorting waste and collecting recycling and educating our fans about our efforts.
   
   + Partner with fellow band members at the end of show to close the venue- this may include collecting recyclables from the lawn and/or reserved section, picking up and properly storing event equipment such as lawn chairs, barricade, Etc.
   
   + Other tasks as assigned by the Guest Services Manager
   
   WHAT YOU'LL BRING
   
   + High School Diploma or equivalent
   
   + At least 2 years in Customer Service and communications
   
   + Strong strategic thinking and creative problem-solving skills
   
   + Excellent verbal, written and interpersonal communication skills
   
   + Acute sense of judgment, tact and diplomacy • A strong-sense of teamwork and ability to execute programs
   
   + Excellent verbal and written communication skills
   
   Position requires constant walking, climbing stairs, lifting and carrying 50 lbs.+ and occasional sitting If the above description sounds like you and fits your background, apply today! Applicants for employment in the US must possess work authorization which does not require sponsorship by the employer for a visa.
   
   EQUAL EMPLOYMENT OPPORTUNITY
   
   We are passionate and committed to our people and go beyond the rhetoric of diversity and inclusion. You will be working in an inclusive environment and be encouraged to bring your whole self to work. We will do all that we can to help you successfully balance your work and homelife. As a growing business we will encourage you to develop your professional and personal aspirations, enjoy new experiences, and learn from the talented people you will be working with. It's talent that matters to us and we encourage applications from people irrespective of their gender, race, sexual orientation, religion, age, disability status or caring responsibilities.
   
   Live Nation strongly supports equal employment opportunity for all applicants regardless of age (40 and over), ancestry, color, religious creed (including religious dress and grooming practices), family and medical care leave or the denial of family and medical care leave, mental or physical disability (including HIV and AIDS), marital status, domestic partner status, medical condition (including cancer and genetic characteristics), genetic information, military and veteran status, political affiliation, national origin (including language use restrictions), citizenship, race, sex (including pregnancy, childbirth, breastfeeding and medical conditions related to pregnancy, childbirth or breastfeeding), gender, gender identity, and gender expression, sexual orientation, or any other basis protected by applicable federal, state or local law, rule, ordinance or regulation.
   
   We will consider qualified applicants with criminal histories in a manner consistent with the requirements of the Los Angeles Fair Chance Ordinance, San Francisco Fair Chance Ordinance and the California Fair Chance Act and consistent with other similar and / or applicable laws in other areas.
   
   We also afford equal employment opportunities to qualified individuals with a disability. For this reason, Live Nation will make reasonable accommodations for the known physical or mental limitations of an otherwise qualified individual with a disability who is an applicant consistent with its legal obligations to do so, including reasonable accommodations related to pregnancy in accordance with applicable local, state and / or federal law. As part of its commitment to make reasonable accommodations, Live Nation also wishes to participate in a timely, good faith, interactive process with a disabled applicant to determine effective reasonable accommodations, if any, which can be made in response to a request for accommodations. Applicants are invited to identify reasonable accommodations that can be made to assist them to perform the essential functions of the position they seek. Any applicant who requires an accommodation in order to perform the essential functions of the job should contact a Human Resources Representative to request the opportunity to participate in a timely interactive process. Live Nation will also provide reasonable religious accommodations on a case by case basis.
   
   HIRING PRACTICESThe preceding job description has been designed to indicate the general nature and level of work performed by employees within this classification. It is not designed to contain or be interpreted as a comprehensive inventory of all duties, responsibilities, and qualifications required of employees assigned to this job.
   
   Live Nation recruitment policies are designed to place the most highly qualified persons available in a timely and efficient manner. Live Nation may pursue all avenues available, including promotion from within, employee referrals, outside advertising, employment agencies, internet recruiting, job fairs, college recruiting and search firms.
   
   **Please note that the compensation information provided is a good faith estimate for this position only and is provided pursuant to the Colorado Equal Pay for Equal Work Act and Equal Pay Transparency Rules. It is estimated based on what a successful Colorado applicant might be paid. It assumes that the successful candidate will be in Colorado or perform the position from Colorado. Similar positions located outside of
   
   Colorado will not necessarily receive the same compensation. Live Nation takes into consideration a candidate's education, training, and experience, as well as the position's work location, expected quality and quantity of work, required travel (if any), external market and internal value, including seniority and merit systems, and internal pay alignment when determining the salary level for potential new employees. In compliance with the CO EPEWA, a potential new employee's salary history will not be used in compensation decisions.

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5. Post your job

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

6. Interview candidates

   To successfully recruit floor staff, 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 floor staff

   Once you have selected a candidate for the floor staff 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.

   Once that's done, you can draft an onboarding schedule for the new floor staff. 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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