How to hire a hazard waste handler

How to hire a hazard waste handler, step by step

Here's a step-by-step hazard waste handler hiring guide:

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

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1. Identify your hiring needs

   Before you start hiring a hazard waste handler, identify what type of worker you actually need. Certain positions might call for a full-time employee, while others can be done by a part-time worker or contractor.

   Determine employee vs contractor status

   Is the person you're thinking of hiring a US citizen or green card holder?

   Yes

   No

   A hazard waste handler's background is also an important factor in determining whether they'll be a good fit for the position. For example, hazard waste handlers 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.

   The following list breaks down different types of hazard waste handlers and their corresponding salaries.

   Type of Hazard Waste Handler	Description	Hourly rate
   Hazard Waste Handler	Hazardous materials (hazmat) removal workers identify and dispose of asbestos, lead, radioactive waste, and other hazardous materials. They also neutralize and clean up materials that are flammable, corrosive, or toxic.	$13-41
   Lead Abatement Worker	A lead abatement worker specializes in removing lead-based paint and other materials on surfaces such as ceilings and walls. Their responsibilities include conducting initial assessments to create action plans, preparing protective gear and cleaning supplies, operating high-pressure sprayers and sandblasters, and safely discarding materials... Show more	$9-23
   Can Handler	Can handlers or material handlers have various duties and responsibilities within an organization. These include maintaining production and product distribution, staging finished products, and delivering production supplies and materials... Show more	$12-19

2. Create an ideal candidate profile

   Common skills:

   • Hazardous Materials
   • Safety Procedures

   Responsibilities:

   • Manage the logistics of incoming and outgoing shipments
   • Consult MSDS for accurate spill decontamination.
   • Consult MSDS for accurate spill decontamination.

3. Make a budget

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

   • Location. For example, hazard waste handlers' average salary in florida is 44% less than in alaska.
   • Seniority. Entry-level hazard waste handlers earn 68% less than senior-level hazard waste handlers.
   • Certifications. A hazard waste handler 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 hazard waste handler's salary.

   Average hazard waste handler salary

   $49,743yearly

   $23.91 hourly rate

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   Entry-level hazard waste handler salary

   $28,000 yearly salary

   Updated December 17, 2025

4. Writing a hazard waste handler job description

   A job description for a hazard waste handler 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 hazard waste handler job description:

   Hazard waste handler job description example

   Are you looking for more?
   
   At Mohawk Industries, we're committed to more - more customer solutions, more process improvements, more sustainable manufacturing and more opportunities for our team.
   
   As a Fortune 500, global flooring leader with some of the best-known brands in the industry, Mohawk is a great place to start or develop your career with an emphasis on more of what's important to you. Whether you want to lead more, innovate more, learn more or create more, you can find your more with Mohawk.
   
   12 Hour Night Shift
   
   RESPONSIBILITIES:
   
   * Must keep waste buggies emptied
   * Keep floor cleaned with broom or blower, and perform various housekeeping task
   * Operate tipper machine and maintain area around tipper motor free from trash and debris
   * Use care to avoid injury to self and others
   * Perform miscellaneous duties as requested or required by supervisor and/or department head
   * Follow all rules and regulations as described in company policies
   * Must understand and follow all safety rules and regulations
   * Maintain a clean and orderly work area always
   * Must be able to perform other duties as requested by management
   
   QUALIFICATIONS:
   
   * Must be at least 18 years old.
   * Must be willing and able to work night shift (12 hours)
   * Must be able to follow all manufacturing safety rules and regulations
   * Follow all rules and regulations as described in company policy including attendance policy
   * Must be able to obtain a working understanding of operation for the sorting / grinding operation
   
   EOE MINORITIES / FEMALES / PROTECTED VETERANS / DISABLED
   
   Mohawk Industries is a leading global flooring manufacturer that creates products to enhance residential and commercial spaces around the world. Mohawk's vertically integrated manufacturing and distribution processes provide competitive advantages in the production of carpet, rugs, ceramic tile, laminate, wood, stone and vinyl flooring. Our industry-leading innovation has yielded products and technologies that differentiate our brands in the marketplace and satisfy all remodeling and new construction requirements. Our brands are among the most recognized in the industry and include American Olean, Daltile, Durkan, IVC, Karastan, Marazzi, Mohawk, Mohawk Home, Pergo, and Quick-Step. During the past decade, Mohawk has transformed its business from an American carpet manufacturer into the world's largest flooring company with operations in Australia, Brazil, Canada, Europe, India, Malaysia, Mexico, New Zealand, Russia and the United States.
   
   Mohawk Industries, Inc. is an Equal Opportunity Employer including disability/veteran committed to an inclusive workplace and a proud Drugs Don't Work participant.
   
   Nearest Major Market: Summerville

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5. Post your job

   To find the right hazard waste handler 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 hazard waste handlers they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit hazard waste handlers 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.

   To find hazard waste handler candidates, you can consider the following options:

   • Post your job opening on Zippia or other job search websites.
   • Use niche websites that focus on engineering and technology jobs, such as constructionjobs.
   • Post your job on free job posting websites.

6. Interview candidates

   To successfully recruit hazard waste handlers, 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 hazard waste handler

   Once you've decided on a perfect hazard waste handler 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.

   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.

   Once that's done, you can draft an onboarding schedule for the new hazard waste handler. 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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