How to hire a front end associate

How to hire a front end associate, step by step

Here's a step-by-step front end associate hiring guide:

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

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1. Identify your hiring needs

   The front end associate 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 front end associate 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 front end associate that fits the bill.

   The following list breaks down different types of front end associates and their corresponding salaries.

   Type of Front End Associate	Description	Hourly rate
   Front End Associate	Cashiers process payments from customers purchasing goods and services.	$12-18
   Retail Cashier	A retail cashier is an employee who scans products and processes cash payments between the retail store and its customers. Retail cashiers must provide excellent customer service that can include greeting customers, directing customer inquiries to the appropriate party, and informing customers about the services available... Show more	$11-16
   Cashier	A cashier is one of the most visible positions in the retail industry. Cashiers are the last direct point of contact with customers and play a key role in service, retail, and wholesale establishments... Show more	$10-17

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Customer Service
   • Front End
   • Kids
   • Cleanliness
   • Customer Transactions
   • Groceries
   • Service Desk
   • POS
   • Customer Inquiries
   • Stock Shelves
   • Sales Floor
   • Store Merchandise
   • Kroger
   • Customer Satisfaction

   Check all skills

   Responsibilities:

   • Develop front-end web applications by using web technologies such as HTML, CSS, JavaScript and jQuery.
   • Create prototypes in HTML, Photoshop, JavaScript and CSS for different UI pages.
   • Process payment transactions, provide friendly and efficient customer service, bag groceries
   • Assist with the UI/UX designer to create usable websites with HTML, CSS, JS and PHP.
   • Create pages in Mockups and validate the HTML code with W3C Validator.
   • Handle cash transactions as well as EBT, personal checks, debit/credit card, and WIC.

3. Make a budget

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

   • Location. For example, front end associates' average salary in mississippi is 45% less than in washington.
   • Seniority. Entry-level front end associates earn 36% less than senior-level front end associates.
   • Certifications. A front end associate 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 front end associate's salary.

   Average front end associate salary

   $15.24hourly

   $31,705 yearly

   ---

   Entry-level front end associate salary

   $25,000 yearly salary

   Updated December 14, 2025

4. Writing a front end associate job description

   A front end associate 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. To help get you started, here's an example of a front end associate job description:

   Front end associate job description example

   The Food & Beverage Associate I, Front of House is an essential member of the Food & Beverage Customer Service Team. They are responsible for assisting the Front of House team with fulfilling customer orders and presenting an inviting environment for The Point Casino & Hotel's guests.
   
   This position will be reporting into Audreena Blatchley (Manager, Food & Beverage). With high visibility within the team, this individual will have an unique opportunity to grow their career with leading mentors.
   
   Please Note: This position requires a Class II Gaming License via the Washington State Gambling Commission. In order to obtain this, you'll need to submit a background check and Drug Test (Hair Based that excludes Marijuana) AFTER accepting an offer with us.
   How You'll Make An Impact:
   
   * Ensure The Point Casino & Hotel is compliant with Port Gamble S'Klallam Tribe of Indians, State of Washington Gambling Commission, National Indian Gaming Commission Regulations, State/City Health Department Sanitation Codes, and our own policies/procedures.
   * Support F&B Team Members to keep the dining areas are cleaned, organized, replenished and ready for service.
   * Be The Point Casino & Hotel's Brand Ambassador (positive, professional, and eager to contribute to the team).
   
   What We're Looking For:
   
   * High School Diploma/GED or currently enrolled.
   * Desire to grow career and learn new skills.
   * Be The Point Casino & Hotel's Brand Ambassador.
   
   Good to Have, But Not Required:
   
   * Previous experience within the Food & Beverage Industry at a Casino and/or Hotel.
   * Class II Gaming License via the Washington State Gambling Commission.
   * Washington State Food Handler's Permit (must be willing to obtain within 30 days of employment).
   * Class 13 Alcohol Server Permit (must be willing to obtain within 30 days of employment).
   
   Noo-Kayet Investments is an Equal Employment Opportunity (EEO) and proud to hire Port Gamble S'Klallam as well as other tribal/community/spouse/child members. NKI does not accept unsolicited agency resumes and will not pay fees to any third-party agency or company that it does not have a signed agreement with.

   Copy this example

   

5. Post your job

   There are various strategies that you can use to find the right front end associate 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 front end associate job on Zippia to find and recruit front end associate candidates who meet your exact specifications.
   • Use field-specific websites such as salesjobs, salesheads, allretailjobs.com, sales trax.
   • Post a job on free websites.

6. Interview candidates

   Recruiting front end associates 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.

   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 front end associate

   Once you've selected the best front end associate candidate for the job, it's time to write an offer letter. In addition to salary, this letter should include details about the benefits and perks you offer the candidate. Ensuring that your offer is competitive is essential, as qualified candidates may be considering other job opportunities. The candidate may wish to negotiate the terms of the offer, and you should be open to discussion. After you reach an agreement, the final step is formalizing the 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.

   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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