How to hire a key carrier

How to hire a key carrier, step by step

Here's a step-by-step key carrier hiring guide:

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

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1. Identify your hiring needs

   The key carrier 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

   Hiring the perfect key carrier also involves considering the ideal background you'd like them to have. Depending on what industry or field they have experience in, they'll bring different skills to the job. It's also important to consider what levels of seniority and education the job requires and what kind of salary such a candidate would likely demand.

   This list presents key carrier salaries for various positions.

   Type of Key Carrier	Description	Hourly rate
   Key Carrier	Postal service workers sell postal products and collect, sort, and deliver mail.	$12-18
   General Merchandise Clerk	This individual works in the GM section of a store. They interact with customers and assist them as they purchase merchandise... Show more	$12-20
   Customer Service Clerk	A customer service clerk is responsible for resolving client issues, giving requested information, and providing clients high-quality customer service. Customer service clerks' tasks include sharing information, responding to and recording requests, collecting payments, and resolving billing disputes... Show more	$12-20

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Store Sales
   • Store Operations
   • Customer Issues
   • Cleanliness
   • Basic Math
   • Math
   • POS
   • Payroll
   • Phone Calls
   • Front End
   • Leadership
   • Inventory Control
   • Store Management
   • Sales Floor

   Check all skills

   Responsibilities:

   • Achieve and exceed store and company sales and KPI goals.
   • Used KRONOS proficiently on a daily basis to monitor staff clock in/out and to compile payroll bi-weekly.
   • Handle payments at the POS, stock the storefront as needed, and answer customer questions and inquiries.
   • Train and develop new associates on POS system, proper formatting of the store, and key sales tactics.
   • Analyze and study various reports in order to make merchandising, selling, staffing, and payroll planning decisions.
   • Maintain cleanliness and organizational standards.

3. Make a budget

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

   • Location. For example, key carriers' average salary in idaho is 32% less than in hawaii.
   • Seniority. Entry-level key carriers 33% less than senior-level key carriers.
   • Certifications. A key carrier 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 key carrier's salary.

   Average key carrier salary

   $15.51hourly

   $32,262 yearly

   ---

   Entry-level key carrier salary

   $26,000 yearly salary

   Updated December 16, 2025

4. Writing a key carrier job description

   A key carrier 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. Below, you can find an example of a key carrier job description:

   Key carrier job description example

   Store - PORTAGE, MI
   
   We're here for the Makers! Come be a part of the team where innovation and teamwork come together to support the most exciting missions in the world!
   
   Michaels is an Equal Opportunity Employer. We are here for all Team Members and all Makers to create, innovate and be better together.
   
   To review a comprehensive list of benefits, please visit Michaels Benefits
   
   CO, CT and NYC only -To review pay ranges for the position you are applying for, please visit Michaels Pay Ranges - CO, CT, Ithaca and NYC only
   
   Deliver a customer centric shopping experience by managing and delivering effective front-end operations and expectations. Lead the omni channel processes. Maintain store recovery standards to deliver our Brand Promises. Deliver friendly customer service.
   
   Major Activities
   
   * Assist Store Manager in leading and managing adherence to Standard Operating Procedures (SOP's) and Company programs to ensure compliance to applicable laws and requirements; ensure execution of Company policies and standards; hold team accountable for store conditions and results
   * Ensure all front end policies and procedures are followed; achieve your KPI's and manage your team to achieve their role KPI's
   * Plan and lead the execution of the class and in-store events in accordance with Company program
   * Lead the Omni channel processes
   * Manage and execute shrink and safety programs
   * Train, observe and coach customer experience team (sales floor and cashier) to achieve results, participate in the performance management process; support Talent Development of your team; utilize the leadership competencies for continued self-development
   * Serve as Manager on Duty (MOD)
   * Interacts with others in an accepting and respectful manner; remains positive and respectful, even in difficult situations; promotes commitment to the organization's vision and values; projects a positive image and serves as a role model for others
   * Acknowledge customers, help locate product and provide solutions
   * Participate in the truck un-load and stocking processes to ensure truck standards are followed and completed within budget
   * Manage and execute the shrink and safety programs
   * Cross trained in Custom Framing selling and production
   
   Other duties as assigned
   
   Preferred Type of experience the job requires
   
   * Retail management experience preferred
   
   Physical Requirements
   
   * Ability to remain standing for long periods of time
   * Ability to move throughout the store
   * regular bending, lifting, carrying, reaching and stretching
   * Lifting heavy boxes and accessing high shelves by ladder or similar equipment
   * If you need help performing these functions of your job, please contact supervisor so that we may engage in the interactive process with you and find a reasonable accommodation
   
   Work Environment
   
   * Public retail store setting taking care of our customers; all public areas are climate controlled; some stock rooms may not be climate controlled; some outdoor work if assigned to retrieve shopping carts or while unloading trucks; Frame shop contains glass cutter and heat press ; work hours include nights, weekends and early mornings
   
   Applicants in the U.S. must satisfy federal, state, and local legal requirements of the job.

   Copy this example

   

5. Post your job

   To find the right key carrier 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 key carriers they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit key carriers 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.

   Post your job online:

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

6. Interview candidates

   Recruiting key carriers 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 key carrier

   Once you have selected a candidate for the key carrier 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.

   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 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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