How to hire a holder

How to hire a holder, step by step

Here's a step-by-step holder hiring guide:

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

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1. Identify your hiring needs

   Before you post your holder job, you should take the time to determine what type of worker your business needs. While certain jobs definitely require a full-time employee, it's sometimes better to find a holder for hire on a part-time basis or as a contractor.

   Determine employee vs contractor status

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

   Yes

   No

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

   Type of Holder	Description	Hourly rate
   Holder		$10-20
   Finisher Operator	A finisher operator finalizes a product. They put on the final layer of paint, stitching, engraving or cloth on the product to complete it... Show more	$13-21
   Bucket Operator	A bucket operator is primarily in charge of operating bucket trucks, ensuring safety and efficiency for a smooth and successful workflow. Although a bucket operator has different responsibilities depending on their industry or place of employment, it usually includes planning and coordinating operations according to project requirements, setting guidelines, and delegating duties among staff... Show more	$15-25

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Customer Service
   • Surgical Procedures
   • Direct Traffic
   • Property Accountability
   • Tax Season
   • Retractors
   • Customer Assistance
   • PBUSE
   • Logistics Documentation
   • Applicable Guidance
   • LBE
   • Scholarship
   • IAW

   Responsibilities:

   • Manage monetary transactions and POS operations.
   • Apply clips to candle wicks.
   • Perform melted liquid test IAW company policies and procedures.
   • Operate multiple textile machines using cotton and various materials.
   • Train new sign spinners and develop new tricks and techniques.
   • Place wicks into jars and package candles to prepare for distribution.

3. Make a budget

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

   • Location. For example, holders' average salary in arkansas is 41% less than in new york.
   • Seniority. Entry-level holders 48% less than senior-level holders.
   • Certifications. A holder 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 holder's salary.

   Average holder salary

   $14.80hourly

   $30,784 yearly

   ---

   Entry-level holder salary

   $22,000 yearly salary

   Updated December 9, 2025

4. Writing a holder job description

   A holder 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 holder job description:

   Holder job description example

   Job DescriptionDelivering exceptional patient care is a team effort. At Cleveland Clinic, you’ll join a team of teams dedicated to providing compassionate, patient-centered care to the communities we serve. Begin and grow your career at one of the nation’s top healthcare organizations.
   
   As a Respiratory Care Limited Permit Holder, you’ll work with therapists, technicians, nurses and physicians to meet our patients’ diverse and changing needs. You’ll help educate patients about respiratory therapy and perform:
   · Aerosol treatments.
   
   · Arterial blood gas (ABG) tests.
   
   · Metered dose inhaler (MDI) therapy.
   
   · Oxygen rounds.
   
   The ideal candidate is hardworking and eager to learn the many duties and roles of a Respiratory Therapist (RT). You’ll gain valuable experience as you utilize the latest equipment and therapeutic techniques. You receive guidance and support from RTs practicing at the top of their field, preparing you for an exciting future as an RT at Cleveland Clinic.
   
   This is a PRN position that allows for flexible shifts with your class schedule.
   
   Cleveland Clinic provides what matters most: career growth, delivering world-class care to our patients, continuous learning, exceptional benefits and working for an organization that offers many long-term career paths. Join us and experience a culture where opportunities to advance and the support to get there go hand in hand. Responsibilities: Performs respiratory therapy assessment with the guidance of a Registered Respiratory Therapist. Provides basic respiratory therapy modalities to both adult and pediatric patients. Monitors, records and communicates patient condition as appropriate. Attends in-service education lectures, programs, seminars and other educational opportunities. Other duties as assigned. Education : Actively enrolled in an accredited Respiratory Therapy program or on the job trainee prior to 1986. After selection and placement into the position, six months of on-the-job training to become familiar with equipment, develop the ability to perform independently and learn additional responsibilities specific to the institution. Certifications: Must possess a current temporary limited permit to practice Respiratory Care (RCLP-L1) in the State of Ohio. Complexity of Work : Requires critical thinking skills, decisive judgment and the ability to work with minimal supervision. Must be able to work in a stressful environment and take appropriate action. Work Experience : Prior experience in critical care preferred. Neonatal/pediatric experience preferred when appropriate for site. Prior experience performing invasive procedures preferred when appropriate for site. Physical Requirements : Physical demands include the ability to walk and stand for long periods of time; having the ability to perform duties while walking, standing, stooping and lifting. Normal hearing and vision or corrected to normal range. Requires the ability to lift materials weighing 50 lbs. or more, push wheeled equipment, and assist in the lifting and repositioning of patients. Must have strong hand-eye coordination, full range of body motion and manual finger dexterity to manipulate equipment. Personal Protective Equipment : Follows standard precautions using personal protective equipment as required. Keywords: Respiratory Student, Student RT, Student RRT, Respiratory Care Limited Permit, RCP L1, PRN, Per Diem

   Copy this example

   

5. Post your job

   There are a few common ways to find holders for your business:

   • Promoting internally or recruiting from your existing workforce.
   • Ask for referrals from friends, family members, and current employees.
   • Attend job fairs at local colleges to meet candidates with the right educational background.
   • Use social media platforms like LinkedIn, Facebook, and Twitter to recruit passive job-seekers.

   Post your job online:

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

6. Interview candidates

   To successfully recruit holders, 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 holder

   Once you've decided on a perfect holder 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 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 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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