How to hire a furnace helper

How to hire a furnace helper, step by step

Here's a step-by-step furnace helper hiring guide:

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

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1. Identify your hiring needs

   The furnace helper 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

   A furnace helper's background is also an important factor in determining whether they'll be a good fit for the position. For example, furnace helpers 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 furnace helper salaries for various roles:

   Type of Furnace Helper	Description	Hourly rate
   Furnace Helper		$9-26
   Generator Worker	A Generator Worker is in charge of operating generator systems on a daily basis, ensuring efficiency and smooth workflow. Their responsibilities include performing installations and adjustments, understanding blueprints and schematics, and performing regular maintenance checks to ensure efficiency... Show more	$12-19
   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:

   • Electric Arc
   • Quality Standards
   • RAN
   • End Loaders

   Responsibilities:

   • Restructure and improve organization, attitude, and cleanliness through encouragement and a positive, energetic attitude.
   • Confirm proper implant of geophones.

3. Make a budget

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

   • Location. For example, furnace helpers' average salary in new mexico is 45% less than in connecticut.
   • Seniority. Entry-level furnace helpers 64% less than senior-level furnace helpers.
   • Certifications. A furnace helper 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 furnace helper's salary.

   Average furnace helper salary

   $16.29hourly

   $33,880 yearly

   ---

   Entry-level furnace helper salary

   $20,000 yearly salary

   Updated January 24, 2026

4. Writing a furnace helper job description

   A furnace helper 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 furnace helper job description:

   Furnace helper job description example

   • High School or General Education Diploma (GED)
   • 1-3 years' experience in a manufacturing environment preferred but not required; this position does not involve forklift operation, warehousing tasks, or assembly lines.
   • Must be able to follow verbal and written instructions.
   • Must be able to work any shifts; this includes overnight, 2nd shift, 3rd shift, daylight, weekends, and holidays, as scheduled.
   • Must be able to perform basic math calculations, including addition and multiplication.
   • Ability to learn and perform additional departmental duties upon training; must be able to get up to speed quickly.
   • Must have demonstrated ability to work productively during an unsupervised shift.

   
   

   Physical Requirements:

   • Must be able to PUSH/ PULL presses, kettles, batch, and cullet wagons requiring up to 100 lbs. in force to move.
   • Stand – Approximately 90% of the workday
   • Must be able to LIFT materials weighing up to 50 lbs.; must be able to LIFT shovels of batch and cullet weighing up to 30 lbs. repeatedly throughout shift at or above shoulder-level.
   • Must be physically able to wear a dust mask & respirator while performing essential functions of this position.
   • Must be able to withstand extremely hot and cold temperatures in the work environment.

   
   

   About the company

   At Kopp we recognize that great employees are what truly differentiates us from our competitors, and we demonstrate that belief by continuously challenging, developing, and rewarding those who help us achieve our mission. The starting wage for this position is $15.29 per hour and will increase to $15.79 per hour after successful completion of a 90-day probationary period. There is a minimum of an 8% increase to your base wage rate after one year of service (increases to $17.05/hour) and there are opportunities for potential increased earnings through individual performance and training as well as opportunities for overtime. You’ll be joining a company with a solid, industry-leading reputation for technical excellence and expertise in glass science, materials, and optical engineering. We are driven to be the very best, and we want people on our team who are dedicated to this mission.

   
   

   Access to our facility (and therefore, employment) is restricted under the International Traffic in Arms Regulations (ITAR) to U.S. Citizens and permanent residents of the United States. Applicants receiving a conditional offer of employment will be required to provide information to determine whether they are subject to these regulations and, if so, to assess their country of chargeability for export control purposes.

   Copy this example

   

5. Post your job

   To find furnace helpers for your business, try out a few different recruiting strategies:

   • Consider internal talent. One of the most important talent pools for any company is its current employees.
   • Ask for referrals. Reach out to friends, family members, and your current work to ask if they know any furnace helpers they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit entry-level furnace helpers with the right educational background.
   • Social media platforms. LinkedIn, Facebook, and Twitter have more than 3.5 billion users, and they're a great place for company branding and reaching potential job candidates.

   Post your job online:

   • Post your furnace helper job on Zippia to find and recruit furnace helper candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   Recruiting furnace helpers 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. You can move on to the technical interview if a candidate is good enough for the next step.

   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 furnace helper

   Once you've selected the best furnace helper 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 furnace helper first day, you should share an onboarding schedule with them that covers their first period on the job. You should also quickly complete any necessary paperwork, such as employee action forms and onboarding documents like I-9, benefits enrollment, and federal and state tax forms. Finally, Human Resources must ensure a new employee file is created for internal record keeping.

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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