How to hire a locker room supervisor

How to hire a locker room supervisor, step by step

Here's a step-by-step locker room supervisor hiring guide:

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

Post a locker room supervisor job for free, promote it for a fee

Post free

1. Identify your hiring needs

   The locker room supervisor 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

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

   Type of Locker Room Supervisor	Description	Hourly rate
   Locker Room Supervisor		$11-27
   Public Bath Attendant	A public bath attendant performs various support tasks to ensure that clients get to receive optimal services at public bath establishments. Their duties often revolve around greeting clients, identifying their needs and preferences, answering inquiries, and providing necessities such as towels and drinking water... Show more	$10-17
   Locker Room Attendant	A locker room attendant is someone who checks, monitors, and ensures that all the locker rooms are clean and function well. They are often seen in the locker room of different sports teams, gymnasiums, spas, and other related places... Show more	$10-17

2. Create an ideal candidate profile

   Common skills:

   • Front Desk
   • Customer Service

   Responsibilities:

   • Achieve maximum cleanliness daily using proper time and personnel management.
   • Maintain effective communication and leadership with production and service staff in quality food production environment.
   • Clean windows, glass partitions, and mirrors, using soapy water or other cleaners, sponges, and squeegees.

3. Make a budget

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

   • Location. For example, locker room supervisors' average salary in alabama is 50% less than in california.
   • Seniority. Entry-level locker room supervisors 60% less than senior-level locker room supervisors.
   • Certifications. A locker room supervisor 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 locker room supervisor's salary.

   Average locker room supervisor salary

   $36,860yearly

   $17.72 hourly rate

   ---

   Entry-level locker room supervisor salary

   $23,000 yearly salary

   Updated December 14, 2025

4. Writing a locker room supervisor job description

   A job description for a locker room supervisor 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 locker room supervisor job description:

   Locker room supervisor job description example

   About Us
   
   The Queens Health System is a nonprofit health care organization with a rich history of caring for the people of Hawaii. We have four hospitals and more than 70 preventive, specialty health care locations and labs throughout the Pacific region. And, as the states largest employer, we have 10,000 caregivers, medical staff, and leadership to help you achieve optimal health and wellness.
   
   Watch this video to explore our history and culture: Who Is Queens video
   
   Scope of Service
   
   The North Hawaii Community Emergency Department (ED) is a 13-bed, unit that provides comprehensive emergency medical and nursing services 24 hours a day for patients of all ages. The NHCH Emergency Department is a Level III Trauma Center for the Northern Region of the Island of Hawaii and is affiliated with the Queens Health System. North Hawaii Community Hospital has access to a tertiary facility for a higher level of care via medivac.
   
   A trauma team is available 24 hrs/day, seven-days-a-week, and may be activated by the ER Attending on Duty. Additionally, Stroke Code protocol may be activated on patients meeting the stroke criteria via tele-medicine, as well as Code STEMI for acute coronary syndrome.
   
   Adults constitute 93% of patients seen @ NHCH. The remaining 7% of the patients are under the age of 18. The top 10 chief complaints include abdominal pain, shortness of breath, chest pain, falls, psychiatric problems, cold symptoms, MVAs, multiple trauma, headache and weakness.
   
   Responsibilities
   
   I. JOB SUMMARY/RESPONSIBILITIES:
   Has 24-hour accountability for the clinical operations of the nursing unit(s) and area(s) assigned; ensures high-quality patient care and services, consistent with the mission, vision and philosophy of the organization.
   Participates in the administrative and operational management of unit(s) and area(s) assigned.
   Serves as the manager in the absence of the Nurse Manager.
   
   II. TYPICAL PHYSICAL DEMANDS:
   Essential: standing, sitting, walking, finger dexterity, seeing, hearing, speaking.
   Frequent: sitting, standing, walking, static gripping of an object for prolonged periods.
   Occasional: stooping/bending, climbing stairs, walking on uneven ground, lifting and carrying usual weight of one pound up to five pounds, reaching above, at and below shoulder level.
   Operates telephones, patient care devices, computers, surgical equipment, copier.
   
   III. TYPICAL WORKING CONDITIONS:
   Not substantially subjected to adverse environmental conditions.
   Subjected to noise/vibrations from intercoms, telephones and monitors.
   Exposure to body fluids and communicable diseases.
   Working environment is fast-paced and may be stressful.
   Frequently works on multiple tasks and priorities at one time.
   
   IV. MINIMUM QUALIFICATIONS:
   A. EDUCATION/CERTIFICATION AND LICENSURE:
   Current Hawaii State license as Registered Nurse.
   Associates degree in Nursing. Bachelors degree in Nursing preferred.
   Evidence of continuing education.
   Current BLS/HCP certification.
   Depending upon area of assignment, specialty certification/training may be required.
   
   B. EXPERIENCE:
   Minimum three (3) years as a Registered Nurse in an acute care facility.
   Prior supervisory/leadership experience.
   
   Equal Employment Opportunity
   
   Equal Opportunity Employer / Disability / Vet
   
   #queens11
   
   PandoLogic. Keywords: Clinical Supervisor, Location: Hilo, HI - 96720 , PL: 549191462

   Copy this example

   

5. Post your job

   To find locker room supervisors for your business, try out a few different recruiting strategies:

   • Consider internal talent. One of the most important talent pools for any company is its current employees.
   • Ask for referrals. Reach out to friends, family members, and your current work to ask if they know any locker room supervisors they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit entry-level locker room supervisors with the right educational background.
   • Social media platforms. LinkedIn, Facebook, and Twitter have more than 3.5 billion users, and they're a great place for company branding and reaching potential job candidates.

   Post your job online:

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

6. Interview candidates

   To successfully recruit locker room supervisors, 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 locker room supervisor

   Once you've decided on a perfect locker room supervisor 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 also important to follow up with applicants who do not get the job with an email letting them know that the position is filled.

   After that, you can create an onboarding schedule for a new locker room supervisor. 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.)

   Sign up to download full list

   Sign up

How much does it cost to hire a locker room supervisor?