How to hire a national guard member

How to hire a national guard member, step by step

Here's a step-by-step national guard member hiring guide:

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

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1. Identify your hiring needs

   First, determine the employments status of the national guard member you need to hire. Certain national guard member 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

   Hiring the perfect national guard member 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 national guard member salaries for various roles:

   Type of National Guard Member	Description	Hourly rate
   National Guard Member		$11-51

2. Create an ideal candidate profile

   Common skills:

   • GPA
   • Sigma
   • PowerPoint
   • Mathematics
   • Honors Society
   • CPR
   • Fraternity
   • Championship
   • Semester
   • Alumni
   • Leadership
   • Soccer
   • AUG
   • AmeriCorps

   Check all skills

   Responsibilities:

   • Maintain test equipment in support of RF system testing and missile flight.
   • Train in the operation of missile radars , 2 ton and 5 ton vehicles.
   • Create awareness through health education, academic achievement, and leadership among the Latin/Hispanic community.
   • Clean and maintain M9mm, M240B, M14, M4, M16, and M500 shotguns.
   • Station on board USS Gettysburg.
   • Service onboard USS Connecticut (SSN-22).

3. Make a budget

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

   • Location. For example, national guard members' average salary in wyoming is 47% less than in alaska.
   • Seniority. Entry-level national guard members 78% less than senior-level national guard members.
   • Certifications. A national guard member 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 national guard member's salary.

   Average national guard member salary

   $51,613yearly

   $24.81 hourly rate

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   Entry-level national guard member salary

   $24,000 yearly salary

   Updated December 15, 2025

4. Writing a national guard member job description

   A job description for a national guard member 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 national guard member job description:

   National guard member job description example

   Assists store management in achieving restaurant objectives. Assists General Manager in assigning, directing and following up on activities of team members. Provides quality products in a clean and safe environment to every customer. Works with the store management team to ensure compliance with all Company policies and procedures, federal, state and local laws and Company business standards. This position must be able to work and communicate effectively with the restaurant management team and the team members.
   Supervisory Responsibility
   
   Though this position does not provide direct supervision to others, job responsibilities may include providing functional guidance to team members including delegating assignments, instruction and follow up. May carry out opening and closing procedures in the absence of management, but does not have the authority to hire, discipline or terminate employees.
   
   Essential Functions
   
   To perform this job successfully, an individual must be able to perform each essential function satisfactorily. The requirements listed below are representative of the accountabilities, knowledge, skill and ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions which include:
   
   * Come to work promptly and regularly
   * Take direction and work well with others
   * Work in a fast-paced environment
   * Accomplish multiple tasks within established timeframes
   * Interact positively with Customers
   * Stand much of the work day
   * Concentrate and perform duties accurately
   * Perform the Accountabilities listed below
   * Perform as stated in the Work Requirements and Physical Demands section below
   
   Accountabilities
   
   * Trains, monitors and reinforces food safety procedures to team members. Ensures all Company food safety procedures are followed. Complies with all health / sanitation regulations
   * Maintains safe working conditions by following and enforcing all Company safety, security and maintenance policies and procedures
   * Monitors tasks performed by team members to ensure product quality and guest satisfaction
   * Monitors and follows up with team members regarding food preparation and Company procedures to minimize food cost
   * Monitors labor usage against sales and takes corrective action where necessary
   * Executes, trains and monitors proper cash control procedures
   * Ensures proper training for team members through established training systems. Provides ongoing coaching to team members
   * Assists General Manager in ensuring compliance with all other Company policies and procedures
   * Performs other job related duties as may be assigned or required
   
   Job Requirements:
   
   Shift Supervisor Work Requirements and Physical Demands
   
   * Able to work a variety of schedules in accordance with business needs and customary scheduling requirements
   * May be required to transfer from one location to another as business needs dictate
   * Prolonged periods of standing, walking, bending and stooping
   * Able to lift 50 pounds
   * Able to effectively and safely use kitchen equipment
   * Possess basic mathematical skills
   * Displays professional and appropriate image and appearance
   
   Other Requirements
   
   * Any additional duties as assigned
   
   Minimum Qualifications
   
   * 18 years of age, minimum
   * High School Diploma or GED, preferred
   * 1 or more years of restaurant or supervisory experience, preferred

   Copy this example

   

5. Post your job

   There are various strategies that you can use to find the right national guard member 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 national guard member job on Zippia to find and recruit national guard member candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   To successfully recruit national guard members, 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.

   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 national guard member

   Once you've selected the best national guard member 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 national guard member. 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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