How to hire a lumber sales supervisor

How to hire a lumber sales supervisor, step by step

Here's a step-by-step lumber sales 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 lumber sales supervisor job description
• Step 5: Post your job
• Step 6: Interview candidates
• Step 7: Send a job offer and onboard your new lumber sales supervisor
• Step 8: Go through the hiring process checklist

Post a lumber sales supervisor job for free, promote it for a fee

Post free

1. Identify your hiring needs

   Before you start hiring a lumber sales supervisor, identify what type of worker you actually need. Certain positions might call for a full-time employee, while others can be done by a part-time worker or contractor.

   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 lumber sales supervisor 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.

   Here's a comparison of lumber sales supervisor salaries for various roles:

   Type of Lumber Sales Supervisor	Description	Hourly rate
   Lumber Sales Supervisor		$12-19
   Key Holder	A keyholder is responsible for ensuring the store's daily security before and after the operation. Keyholders' duties include assisting with administrative tasks, handling customers' inquiries, managing and escalating customers' complaints, monitoring the alarm system, keeping track of the deliveries, supporting staff training, cooperating in company's events, and recommending operational strategies to meet business goals and objectives... Show more	$12-18
   Department Manager	Department managers oversee the operations of the department they are assigned to. They manage all aspects of the operation, including finance, sales, quality control, and human resources... Show more	$18-55

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Sales Floor
   • Customer Orders
   • Delivery Schedules
   • POS
   • Inventory Control
   • Product Knowledge
   • Counter Sales
   • Unload Trucks

   Responsibilities:

   • Achieve proficiency in all aspects of international business from documentation to freight logistics to pricing negotiations.
   • Maintain detailed accountability of valuable jewelry, handle new merchandise, and maintain employee focus on departmental organization and cleanliness.
   • Describe product to customers and accurately explain details about DirecTV services.

3. Make a budget

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

   • Location. For example, lumber sales supervisors' average salary in louisiana is 38% less than in rhode island.
   • Seniority. Entry-level lumber sales supervisors 33% less than senior-level lumber sales supervisors.
   • Certifications. A lumber sales 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 lumber sales supervisor's salary.

   Average lumber sales supervisor salary

   $16.16hourly

   $33,623 yearly

   ---

   Entry-level lumber sales supervisor salary

   $27,000 yearly salary

   Updated December 26, 2025

4. Writing a lumber sales supervisor job description

   A good lumber sales supervisor 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 lumber sales supervisor job description:

   Lumber sales supervisor job description example

   HOURS: 1st Shift
   
   The Counter Sales position will work as a part of a team reporting to the Profit Center Manager. This role is the entry-level position in the Sales department and will be responsible for operational processes and procedures in the respective department. Each Counter Salesperson is responsible for maintaining a team approach within the company and maintaining proper housekeeping in the Store and personal area.

   Key Responsibilities:

   • Staffing the Sales Counter, Greeting and Servicing Customers
   • Responsible for Order Entry, Sales Transactions, and Quotes
   • Responsible for Stocking, Cycle Counting, and Organization of Inventory
   • Relationship building with Internal Customers and Departments, Suppliers and External Customers
   • Providing excellent service by Greeting, approaching, and assisting customers in their purchases in a friendly, courteous, and helpful manner
   • Responsible for daily Store Opening, Store Closing, and Cash Drawer Procedures
   • Direct customer complaints and concerns to appropriate management or designated Customer Service Representative

   Successful candidates will have:

   • 1+ years of Customer Service/Sales experience preferred
   • High School Diploma or GED Preferred

   HOW TO APPLY

   For more information and a full job description, please visit Skills for Rhode Island’s Future website at www.skillsforri.com/jobs . Applicants interested in this position will be screened by Skills for Rhode Island’s Future and Arnold Lumber will make the final hiring decisions.

   WHY APPLY THROUGH SKILLS FOR RHODE ISLAND’S FUTURE

   Our mission is focused on supporting unemployed and underemployed job seekers. Our goal is to get you back to work. Skills for Rhode Island’s Future’s team will guide and provide you with support throughout the hiring process.

   Skills for Rhode Island’s Future has agreements with employers to recruit talent like you, making us a resource to get the unemployed and underemployed job seeker back to work.

   Copy this example

   

5. Post your job

   To find lumber sales 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 lumber sales supervisors they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit entry-level lumber sales 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 lumber sales supervisor job on Zippia to find and recruit lumber sales supervisor candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   Your first interview with lumber sales supervisor candidates should focus on their interest in the role and background experience. As the hiring process goes on, you can learn more about how they'd fit into the company culture in later rounds of interviews.

   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 lumber sales supervisor

   Once you've found the lumber sales supervisor 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.

   After that, you can create an onboarding schedule for a new lumber sales 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 lumber sales supervisor?