How to hire a load out person

How to hire a load out person, step by step

Here's a step-by-step load out person hiring guide:

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

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1. Identify your hiring needs

   First, determine the employments status of the load out person you need to hire. Certain load out person roles might require a full-time employee, whereas others can be done by part-time workers or contractors.

   Determine employee vs contractor status

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

   Yes

   No

   A load out person's background is also an important factor in determining whether they'll be a good fit for the position. For example, loads out person 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.

   This list presents load out person salaries for various positions.

   Type of Load Out Person	Description	Hourly rate
   Load Out Person		$9-32
   Truck Loader	Truck loaders provide the necessary workforce in loading items for delivery and logistics. The truck loader focuses on ensuring all items are loaded safely into transport vehicles and on time... Show more	$13-20
   Loader	The responsibilities of a loader will vary in an industry or organization. In a warehouse or retail setting, a loader is responsible for loading and unloading packages, ensuring the accuracy of all goods and invoices... Show more	$12-18

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Allsafety Rules

   Responsibilities:

   • Clean CDL and aptitude for relationship building lead to point of sales position.
   • Route Salesman/Delivery - perform delivery to numerous businesses, maintaining CDL license.
   • receive online orders from Menards.com, gather items from order, prepare order for shipment

3. Make a budget

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

   • Location. For example, loads out person' average salary in alabama is 56% less than in alaska.
   • Seniority. Entry-level loads out person 72% less than senior-level loads out person.
   • Certifications. A load out person 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 load out person's salary.

   Average load out person salary

   $35,988yearly

   $17.30 hourly rate

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   Entry-level load out person salary

   $19,000 yearly salary

   Updated December 25, 2025

4. Writing a load out person job description

   A good load out person 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 a load out person job description:

   Load out person job description example

   Utz Quality Foods is looking to grow our loyal, career driven, and customer focused team, and are currently recruiting for a
   Logistics Loader/Warehouse Person to join our team of manufacturing professionals in Hanover, PA on Weekend Day Shift.
   
   As a Logistics Loader/Warehouse Person this candidate receives shipping manifest and pulls product in proper rotation order while maximizing cube of trailer.This position works Friday, Saturday and Sunday 5:18 AM - 5:18 PM.
   
   Key Responsibilities
   
   Unload conveyor and put product into appropriate storage rows and scan into inventory. Unload inbound trailers with purchased products and put into inventory. Perform physical inventories, as requested. Must have the ability to obtain and hold a forklift license. Maintain a clean and orderly workplace. Stack empty pallets and product and place on conveyor. Unload product and scan into inventory putting product in proper place. Load trailers with finished product for distributors and distribution centers; accuracy is critical. Must be able to read load sheets to determine quantity and location of each skid that needs loaded. Must be able to maintain integrity of rows and stands of product when pulling from inventory and/or unloading from conveyor. Pull product orders and load on conveyor. Requires the ability to work proactively in a cross-functional team with diverse groups of people. Other duties assigned by supervisor
   
   Celebrating 100 years of Utz!
   
   Here at Utz, our goal is to manufacture and sell the best possible products with a commitment to customer satisfaction that is second to none. Our iconic family of brands includes Utz, Snyder of Berlin, Golden Flake, Zapps, Bachman, Good Health, TGI Friday's, and Jax. We pride ourselves on our pleasant working environment, challenging opportunities, career growth and competitive wages. We also offer an attractive benefit package that includes medical, prescription, dental and vision plans, an employer match 401k, profit sharing plan, access to the Utz Health Wellness Center and our own Fitness Center. Come grow with the Utz Family of Brands!
   
   An Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, or protected veteran status and will not be discriminated against on the basis of disability.
   
   Requirements
   
   Requires basic math and reading skills. Knowledge of types and locations of products and truck loading procedures acquired through on the job training. Requires forklift operator's license. Required to wear non-slip shoes and appropriate personal protective equipment

   Copy this example

   

5. Post your job

   There are various strategies that you can use to find the right load out person for your business:

   • Consider promoting from within or recruiting from your existing workforce.
   • Ask for referrals from friends, family members, and current employees.
   • Attend job fairs at local colleges to find candidates who meet your education requirements.
   • Use social media platforms like LinkedIn, Facebook, and Twitter to reach potential job candidates.

   Post your job online:

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

6. Interview candidates

   Recruiting loads out person 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.

   You should also ask about candidates' unique skills and talents to see if they match the ideal candidate profile you developed earlier. Candidates good enough for the next step can complete 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 load out person

   Once you've found the load out person candidate you'd like to hire, it's time to write an offer letter. This should include an explicit job offer that includes the salary and the details of any other perks. Qualified candidates might be looking at multiple positions, so your offer must be competitive if you like the candidate. Also, be prepared for a negotiation stage, as candidates may way want to tweak the details of your initial offer. Once you've settled on these details, you can draft a contract to formalize your agreement.

   It's also good etiquette to follow up with applicants who don't get the job by sending them an email letting them know that the position has been filled.

   Once that's done, you can draft an onboarding schedule for the new load out person. 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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