How to hire an industrial technician instructor

How to hire an industrial technician instructor, step by step

Here's a step-by-step industrial technician instructor hiring guide:

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

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1. Identify your hiring needs

   Before you post your industrial technician instructor 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 an industrial technician instructor 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

   You should also consider the ideal background you'd like them an industrial technician instructor 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 an industrial technician instructor that fits the bill.

   The following list breaks down different types of industrial technician instructors and their corresponding salaries.

   Type of Industrial Technician Instructor	Description	Hourly rate
   Industrial Technician Instructor	Career and technical education teachers instruct students in various technical and vocational subjects, such as auto repair, healthcare, and culinary arts. They teach academic and technical content to provide students with the skills and knowledge necessary to enter an occupation.	$16-39
   Adjunct Faculty	Adjunct faculty is the collective term for adjunct professors or lecturers. The adjunct faculty teaches students based on the limited-term of their contract... Show more	$21-73
   Teacher-In-Training	A teacher-in-training is a teaching professional who offers technical teaching assistance to teachers in developing effective behavior management and instructional strategies to support student learning. The teacher must collaborate with principals while employing diverse techniques to increase the effectiveness of student learning... Show more	$11-26

   Show more

2. Create an ideal candidate profile

   Common skills:

   • PLC
   • Mathematics
   • Course Curriculum
   • Classroom Performance
   • Technical Training
   • PowerPoint

   Responsibilities:

   • Utilize blackboard management system to encourage online discussions and manage grades.
   • Create a pre-engineering program incorporating the use of high level mathematics with project design, construction, and analysis lessons.
   • Identify appropriate techniques for teaching and responding to literature, and ways to effectively use literacy to positively impact diversity education.
   • Serve as theory instructor for medical-surgical nursing and pharmacology for junior students and leadership and management nursing for senior students.

3. Make a budget

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

   • Location. For example, industrial technician instructors' average salary in south carolina is 41% less than in massachusetts.
   • Seniority. Entry-level industrial technician instructors 59% less than senior-level industrial technician instructors.
   • Certifications. An industrial technician instructor 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 an industrial technician instructor's salary.

   Average industrial technician instructor salary

   $53,368yearly

   $25.66 hourly rate

   ---

   Entry-level industrial technician instructor salary

   $34,000 yearly salary

   Updated January 26, 2026

4. Writing an industrial technician instructor job description

   A good industrial technician instructor job description should include a few things:

   • Summary of the role
   • List of responsibilities
   • Required skills and experience

   Including a salary range and the first name of the hiring manager is also appreciated by candidates. Here's an example of an industrial technician instructor job description:

   Industrial technician instructor job description example

   Basic Function
   
   Please Note: Kern Community College District accepts applications for part-time, hourly faculty pools on a continuous basis. This allows the division to contact qualified applicants immediately, if a need arises without having to wait for a period of time to advertise. If there is an interest and/or need within the specific department, applicants who meet the minimum requirements will be contacted by respective department supervisors, deans and/or division chairs. Applications submitted will remain active for up to two years.
   
   Kern Community College District is soliciting applications for part-time, hourly adjunct instructors. The starting salary range is $60.00/hour; Hourly rate may vary based on type of assignment and the Lecture Hour Equivalent (LHE) formula. For more information, refer to the CCA collective bargaining agreement or your college HR office.
   
   Representative Duties
   
   The successful candidate will be expected to provide instruction in courses related to industrial technology.
   
   The assignment will be based on the successful applicant's experience, background, and institutional need.
   
   This assignment may include teaching at other campus sites, day or evening classes, weekend classes, large classes, distance learning and using multiple teaching methodologies.
   
   Other duties include: participation in student recruitment and articulation of transfer programs for the Career and Technical Education Department; maintaining subject matter currency; developing and revising curriculum; using computer and multimedia technology; collegial participation in departmental, college and discipline-specific professional activities.
   
   Minimum Qualifications
   
   Any Bachelor's degree AND two (2) years of professional experience;
   
   OR - Any Associate's degree AND six (6) years of professional experience;
   
   OR - The equivalent. Certain combinations of education, experience, and other accomplishments in the field may be judged as equal to the stated minimum qualifications for these positions. Candidates who feel they possess such equivalent qualifications must request and submit an APPLICATION FOR EQUIVALENCE form. Supporting documents must be included with the completed form. Minimum Qualifications for Faculty and Administration in California Community Colleges
   
   AND - A demonstrated sensitivity to and understanding of the diverse academic, socioeconomic, cultural, disability, and ethnic backgrounds of community college students.
   
   Note: Degrees and credits must be from accredited institutions (Title V Section 53406). Any degree from a country other than the United States, including Canada and Great Britain, must be evaluated by an evaluation service.
   
   Note: The screening of candidates will be conducted by a screening committee. The screening committee reserves the right to limit the number of interviews granted. Meeting the minimum qualifications for a position does not assure the applicant of an interview.
   
   Knowledge and Abilities
   
   The successful applicant will be able to demonstrate that they are broadly prepared and have a depth of knowledge in the discipline. In addition, the successful applicant will be able to demonstrate the following knowledge and abilities:
   
   * Ability to work effectively and harmoniously with colleagues in an environment that promotes innovation, teaching, learning and service to a diverse student population;
   * Ability to effectively work with students with a wide range of skills, motivations, academic, and vocational goals;
   * Ability to develop curriculum, including curriculum delivered via different modalities;
   * Ability to participate in recruitment and articulation activities with local schools, colleges and universities;
   * Ability to communicate effectively, both orally and in writing;
   * Demonstrated ability to maintain subject matter currency;
   * Ability to assess student learning outcomes;
   * Knowledge of computers and willingness to explore new technologies that would benefit the program;
   * Knowledge of and commitment to the California community college mission;
   
   SPECIAL INSTRUCTIONS
   
   Completed application packet must include:
   
   * Completed Online Application for Employment form
   * Current resume
   * Copy of legible transcripts
   
   It is the applicant's responsibility to redact (or remove) any personal information from all documents prior to uploading. This includes Social Security Numbers, Date of Birth, and any photos of the applicant.
   
   Foreign Degree: Applicants with foreign degrees from colleges or universities outside of the United States must have their coursework evaluated by a professional association that is a member of the National Association of Credential Evaluation Services (NACES) or Academic Credentials Evaluation Institute, INC. (ACEI). A copy of the evaluation must be submitted with your on-line application.
   
   Applicants who require reasonable accommodation to participate in the selection process should contact Human Resources to make the necessary arrangements. EEO Plan 2021-2024
   
   Note: The District is strongly committed to achieving staff diversity and the principles of equal employment opportunity. The District encourages a diverse pool of applicants and does not discriminate on the basis of national origin, religion, age, gender, gender identity, gender expression, race or ethnicity, color, medical condition, genetic information, ancestry, sexual orientation, marital status, physical or mental disability, pregnancy, or because he/she is perceived to have one or more of the foregoing characteristics, or based on association with a person or group with one or more of these actual or perceived characteristics or any other characteristic protected by federal, state or local law, in any of its policies, procedures or practices. Discrimination Free Work Environment
   
   The District does not provide sponsorship for authorization to work in the United States. Work authorization should be established at the time of application submission.
   
   Prorated sick leave.
   
   This position is eligible for the ACA health benefits at employee expense.
   
   For a detailed list of benefit eligibility please visit our Benefits Website
   
   Agency Kern Community College District

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5. Post your job

   There are a few common ways to find industrial technician instructors 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 industrial technician instructor job on Zippia to find and attract quality industrial technician instructor candidates.
   • Use niche websites such as k12jobspot, learn4good, serious teachers, teachingjobs.com.
   • Post a job on free websites.

6. Interview candidates

   Recruiting industrial technician instructors 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 industrial technician instructor

   Once you've selected the best industrial technician instructor 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.

   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.

   After that, you can create an onboarding schedule for a new industrial technician instructor. Human Resources and the hiring manager should complete Employee Action Forms. Human Resources should also ensure that onboarding paperwork is completed, including I-9s, benefits enrollment, federal and state tax forms, etc., and that new employee files are 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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