How to hire a forest technician

How to hire a forest technician, step by step

Here's a step-by-step forest technician hiring guide:

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

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1. Identify your hiring needs

   First, determine the employments status of the forest technician you need to hire. Certain forest technician 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

   You should also consider the ideal background you'd like them a forest technician 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 forest technician that fits the bill.

   The following list breaks down different types of forest technicians and their corresponding salaries.

   Type of Forest Technician	Description	Hourly rate
   Forest Technician		$12-23
   Fire Management Officer	A fire management officer ensures regular safe housekeeping and inspections take place. They ensure fire safety audits take place and appropriate actions get implemented... Show more	$23-58
   Natural Resource Technician	A natural resource technician assists other environmental specialists in collecting and compiling environmental data and in using that information to assess how natural resources are impacted by bioenergy. A natural resource technician is typically supervised by a senior natural resource specialist... Show more	$12-20

   Show more

2. Create an ideal candidate profile

   Common skills:

   • GPS
   • Data Collection
   • Harvest
   • Forests
   • GIS
   • Wildlife Habitat
   • Management Practices
   • ATV
   • Trail Maintenance
   • Usfs
   • Fire Prevention
   • Firefighting
   • Fire Season
   • Creek

   Check all skills

   Responsibilities:

   • Survey back-country old-growth timber, fight forest fires, manage brush, and replant forests after harvest.
   • Mark timber sale unit boundaries, sensitive areas for protection using GPS, aerial and GIS maps.
   • Fall trees, cut and clear brush, and dig trenches to create firelines, using axes, chainsaws or shovels.
   • Used drip torches for back lighting when need.
   • Used GIS to plot and map power lines for the power company.
   • Utilize the most current and innovative forestry software to prepare cruise inventory reports and GIS mapping.

   More forest technician duties

3. Make a budget

   Including a salary range in the forest technician job description is a good way to get more applicants. A forest technician salary can be affected by several factors, such as the location of the job, the level of experience, education, certifications, and the employer's prestige.

   For example, the average salary for a forest technician in Wisconsin may be lower than in Alaska, and an entry-level engineer typically earns less than a senior-level forest technician. Additionally, a forest technician with lots of experience in the field may command a higher salary as a result.

   Average forest technician salary

   $36,614yearly

   $17.60 hourly rate

   ---

   Entry-level forest technician salary

   $27,000 yearly salary

   Updated January 11, 2026

   Average forest technician salary by state

   Rank	State	Avg. salary	Hourly rate
   1	Alabama	$38,754	$19
   2	Washington	$38,144	$18
   3	Georgia	$33,694	$16
   4	Texas	$33,308	$16

   Average forest technician salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	Washington State University	$43,002	$20.67
   2	University of Washington	$41,064	$19.74
   3	Resource Management Service	$38,879	$18.69
   4	Gutchess Lumber Co.	$38,013	$18.28
   5	Pennsylvania State Treasurer	$37,610	$18.08	4
   6	American Forest Management	$36,948	$17.76
   7	Commonwealth Of Pennsylvania	$36,630	$17.61
   8	State of West Virginia	$34,525	$16.60	3
   9	Maine	$34,123	$16.41
   10	State of Georgia: Teachers Retirement System of Georgia	$33,465	$16.09
   11	Sanford Health	$32,397	$15.58
   12	The Good Samaritan Society	$29,680	$14.27

4. Writing a forest technician job description

   A job description for a forest technician role includes a summary of the job's main responsibilities, required skills, and preferred background experience. Including a salary range can also go a long way in attracting more candidates to apply, and showing the first name of the hiring manager can also make applicants more comfortable. As an example, here's a forest technician job description:

   Forest technician job description example

   STATE PROFILE SUMMARY: Under broad supervision, performs a variety of semiskilled and skilled building trades work in the repair, maintenance or construction of state buildings and related structures. Installs and maintains security, climate control and other facilities systems. Note: Position may require 24 on call availability.
   JOB RESPONSIBILITIES: Under general supervision, this position is responsible for:
   
   * Assisting in construction and/or repairs of physical structures.
   * Preventive maintenance of physical structures.
   * Inspection of physical structures.
   * Installing or repairing plumbing fixtures and or hardware.
   * Installing or repairing electrical fixtures or devices.
   * Assist in diagnosing and repairing HVAC units
   * Other duties as assigned.
   
   MINIMUM QUALIFICATIONS
   
   The selected candidate must meet the advertised minimum qualifications to include State Entry Qualifications as well as Agency Specific Qualifications.
   
   STATE ENTRY QUALIFICATIONS:
   
   * High school diploma or GED AND Three years of experience in building repairs and maintenance or in the specific area of assignment
   
   OR
   
   * Two years of experience at the lower level General Trades Tech 2 (FET031) or position equivalent. Note: Some positions may require area specific certifications/licenses.
   
   AGENCY SPECIFIC QUALIFICATIONS:
   
   * Ability to operate various pieces of equipment used in maintenance and construction activities.
   * Documented ability to measure, to calculate appropriate quantities and to perform basic mathematical calculations used in determining materials needed for assigned tasks.
   * Possession of a valid Georgia Driver's License
   * Knowledge of appropriate procedures and equipment to enhance work process efficiency.
   * Documented ability to read and understand plans, standards, specifications and building codes.
   * Ability to receive and interpret verbal and written instructions
   * Documented ability to receive and respond to verbal instructions in an appropriate manner and express ideas clearly and effectively through oral and written communications.
   * Ability to make well-informed decisions using sound judgment to generate and evaluate alternatives and recommend solutions.
   * Displays a high level of commitment toward work and a high standard of ethical conduct.
   * Ability to perform repetitive tasks effectively over a long period of time
   * Possess accurate eye-hand coordination
   * Committed to providing quality customer service.
   
   AGENCY PREFERRED QUALIFICATIONS:
   
   * Documented experience working independently or as part of a team.
   * Documented experience in improving established procedures or creating new procedures or methods when no established methods or procedures exist.
   
   IMPORTANT INFORMATION FOR ALL GDOT JOBS
   
   The interview is just one part of the overall selection process and is not the only criteria used to make the final selection. In addition to the interview, the final selection is based on the applicant's work history and performance (documented in HR and/or Office files), PeopleSoft/employee status (i.e. rehire code), employee performance reviews, personnel file review (HR & Office Files), criminal background check, employment reference checks (including references and commendations from Managers and other relevant documentation) and, for supervisory positions, demonstrated leadership skills based on past and current work history will be considered.
   
   Good Employment Standing:
   
   In accordance with the Interview and Selection Process (ISP), an applicant must have no active disciplinary actions to be in good employment standing. Actions that may disqualify an applicant include letters of reprimand (active for 12 months after issuance date); suspension without pay or disciplinary demotion (active for 12 months from the effective date); Performance Improvement Plans (PIP) and Leave Restriction Plans (active until 12 months after the date of conclusion). In addition, an employee must have an overall e-Performance rating score of three (3) or higher on their most current evaluation. Please note that Memorandums of Concern are not considered disqualifying factors. Human Resources may remove any employee from consideration for selection who is pending a disciplinary action; however, if the action is resolved in the employee's favor, he or she will be allowed to compete.
   
   THIS IS AN INTERNAL AND EXTERNAL JOB ANNOUNCEMENT
   
   THIS IS AN UNCLASSIFIED POSITION
   
   THE SELECTED APPLICANT FOR THE POSITION WILL BE SUBJECT TO A REFERENCE CHECK AND CRIMINAL BACKGROUND CHECK, WHERE APPLICABLE
   
   PLEASE INCLUDE ALL RELEVANT JOB INFORMATION ON THE APPLICATION FOR
   
   CONSIDERATION; ALL APPLICATIONS WILL BE PRESCREENED.
   
   UPON PROMOTION, THE SELECTED CANDIDATE WILL RECEIVE 10% or THE GDOT JOB SPECIFIC MINIMUM SALARY, WHICHEVER IS GREATER.
   
   GDOT IS AN EQUAL OPPORTUNITY EMPLOYER
   
   High school diploma or GED AND Three years of experience in building repairs and maintenance or in the specific area of assignment OR Two years of experience at the lower level General Trades Tech 2 (FET031) or position equivalent. Note: Some positions may require area specific certifications/licenses.
   
   Additional Information
   
   * Number of Openings: 1
   * Advertised Salary: $33.000.00
   * Shift: Day Job
   * Posting End Date: Oct 21, 2022

   Copy this example

   

5. Post your job

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

6. Interview candidates

   To successfully recruit forest technicians, 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.

   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 forest technician

   Once you've decided on a perfect forest technician 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.

   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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