How to hire a graphic arts technician

How to hire a graphic arts technician, step by step

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

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1. Identify your hiring needs

   The graphic arts technician 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 graphic arts technician's background is also an important factor in determining whether they'll be a good fit for the position. For example, graphic arts technicians 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 graphic arts technician salaries for various roles:

   Type of Graphic Arts Technician	Description	Hourly rate
   Graphic Arts Technician	Graphic designers create visual concepts, using computer software or by hand, to communicate ideas that inspire, inform, and captivate consumers. They develop the overall layout and production design for various applications such as advertisements, brochures, magazines, and corporate reports.	$16-38
   Lead Designer	A lead designer is responsible for addressing the clients' needs of digital content and coordinating with the design team for the planning and innovation of the visual design and concept. Lead designers conduct the initial layout of frameworks and collaborate with the art staff for the specifications and outputs using various software applications and digital boards... Show more	$37-74
   Web Designer	A web designer is a creative professional responsible for creating and redesigning the content and layout of websites. Web designers are required to meet clients and users to discuss the needs and goals of their clients... Show more	$20-46

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Graphic Design
   • Adobe Indesign
   • Fine Arts
   • Typesetting
   • Protectors

   Responsibilities:

   • Manage external communications such as brochures and other sales collateral for direct mail from inception to circulation.
   • Plan and conduct professional development workshops on PowerPoint presentations.
   • Utilize a variety of creative media including illustration, photography and digital design to convey ideas beautifully and intelligently.
   • Create printed service menus in QuarkXPress for auto dealership service departments following the recommended maintenance schedules for each auto manufacturer.

3. Make a budget

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

   • Location. For example, graphic arts technicians' average salary in alabama is 54% less than in district of columbia.
   • Seniority. Entry-level graphic arts technicians 57% less than senior-level graphic arts technicians.
   • Certifications. A graphic arts technician 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 graphic arts technician's salary.

   Average graphic arts technician salary

   $53,758yearly

   $25.85 hourly rate

   ---

   Entry-level graphic arts technician salary

   $35,000 yearly salary

   Updated December 25, 2025

4. Writing a graphic arts technician job description

   A job description for a graphic arts 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 graphic arts technician job description:

   Graphic arts technician job description example

   • Experience in and understanding of current fine arts packing principals to fabricate packing to safely ship artwork.
   • Experience with art handling.
   • Current valid drivers’ license with good driving record. Must possess or be able to obtain a DOT Medical Card.
   • Ability to drive Sprinter Van. Truck driving experience (20’ box truck) preferred.
   • Ability to work cooperatively as part of a team.
   • Woodworking skills and use of various shop equipment including table, radial arm and band saw a plus.
   • Must be able to use (or be trained to use) forklift and other equipment necessary to access works of art.
   • Motivated, responsible and dependable
   • Uncompromising discretion, professionalism and work ethic.
   • Collections Management database experience, preferably TMS, desired.

   Position and Compensation Details

   • The salary for this position is $36,000.
   • This position is full-time, non-exempt, and 35 hours per week.
   • This position is part of the AFSCME Local 397 bargaining unit.
   • COVID-19 vaccination required.

   Application Timeline

   Applications will be reviewed on a rolling basis. We encourage candidates to apply early as the position will close once we have a robust applicant pool or a candidate has been selected.

   What We Offer

   Our employees are at the center of the museum. As an employee, you will have access to numerous museum perks including, but not limited to:

   • Free general admission to the museum for you and your immediate family
   • Discounted guest tickets for admission
   • Discounts on gift memberships
   • Special staff tours and presentations from our curatorial and conservation teams
   • Discounts at the museum restaurant, museum cafés, and museum retail and online stores

   We offer a comprehensive benefits package for employees* including:

   • Medical, dental, and vision benefits
   • Fully paid short-term disability insurance, long-term disability insurance, and life insurance
   • Health savings or flexible spending account program
   • Retirement savings program with museum match
   • Paid vacation, personal days, sick days, and holidays

   *Eligibility for certain benefits is based on a variety of factors including the employee’s regular schedule and tenure.

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5. Post your job

   To find graphic arts technicians 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 graphic arts technicians they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit entry-level graphic arts technicians 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 graphic arts technician job on Zippia to find and recruit graphic arts technician candidates who meet your exact specifications.
   • Use field-specific websites such as dribbble, authentic jobs, working not working, coroflot.
   • Post a job on free websites.

6. Interview candidates

   Recruiting graphic arts technicians 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 graphic arts technician

   Once you have selected a candidate for the graphic arts technician 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 equally important to follow up with applicants who don't get the job with an email letting them know that the position has been filled.

   To prepare for the new graphic arts technician 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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