How to hire an outside operator

How to hire an outside operator, step by step

Here's a step-by-step outside operator hiring guide:

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

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1. Identify your hiring needs

   The outside operator 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

   You should also consider the ideal background you'd like them an outside operator to have before you start to hire. For example, what industry or field would you like them to have experience in, what level of seniority or education does the job require, and how much it'll cost to hire an outside operator that fits the bill.

   This list shows salaries for various types of outside operators.

   Type of Outside Operator	Description	Hourly rate
   Outside Operator	Water and wastewater treatment plant and system operators manage a system of machines, often through the use of control boards, to transfer or treat water or wastewater.	$13-26
   Water Treatment Technician	Water treatment technicians work every day in observing agricultural plant functions, which includes obtaining the daily requirements and making suitable adjustments to satisfy those demands. They carefully implement process sampling to exactly gauge and keep track of levels... Show more	$13-32
   Water Technician	Typically working at water treatment facilities, a water technician specializes in installing and repairing equipment to ensure the good quality of water and consumers' safety. It is their duty to operate tools and equipment, gather and analyze samples to detect any contaminants, participate in adjusting chemical levels, and perform regular maintenance checks on machines to ensure efficiency... Show more	$13-25

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Patrol
   • Golf Carts
   • Cart Barn
   • Outside Operations
   • Golf Balls
   • Cart Fleet
   • Optimal Customer Service
   • Water Chemistry
   • Golf Clubs
   • LOTO
   • Pro Shop
   • Lab Analysis
   • Plant Equipment
   • Rail Cars

   Check all skills

   Responsibilities:

   • Manage multiple large volume fermentation tanks simultaneously.
   • Used LOTO, permitting and procedures to ensure safe release of equipment.
   • Monitor process and equipment operating conditions through field gauges and DCS readings.
   • Perform facility wide LOTO on all equipment that work are to be perform on.
   • Load acrylamide, acrylic acid, and caustic onto trailers and railcars using industry standard PPE.
   • Monitor and adjust distillation variables such as: temperature, flow rate, pressure, and time.

3. Make a budget

   Including a salary range in your outside operator job description is a great way to entice the best and brightest candidates. An outside operator salary can vary based on several factors:

   • Location. For example, outside operators' average salary in arkansas is 54% less than in washington.
   • Seniority. Entry-level outside operators earn 47% less than senior-level outside operators.
   • Certifications. An outside operator with a few certifications under their belt will likely demand a higher salary.
   • Company. Working for a prestigious company or an exciting start-up can make a huge difference in an outside operator's salary.

   Average outside operator salary

   $40,793yearly

   $19.61 hourly rate

   ---

   Entry-level outside operator salary

   $29,000 yearly salary

   Updated December 14, 2025

4. Writing an outside operator job description

   An outside operator 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 an outside operator job description:

   Outside operator job description example

   Excellent Part-time Opportunity +Free Meals!
   
   Our team members are a friendly group of professionals! We enjoy a beautiful working environment, free meals, employee outings & events, golf & tennis-playing privileges. Identity Theft, Legal Shield, and Pet Insurance included as well! We have a positive work environment with a dedicated, hardworking, and fun-spirited team and polite and respectful leadership.
   
   Provide top notch member services; assists with bag room duties, prepares carts; picks the range; and other duties as necessary.
   Must have a flexible schedule and the ability to work days, evenings, holidays, and weekends. Essential Functions: · Assists with bag room duties. · Prepares and cleans carts. · Shuttles players to and from range. · Picks the range. · Stocks and parks carts. · Loads bags for daily play. · Assists with clubs. · Cleans and stores clubs. · Cleans and organizes areas in the golf shop. · Monitors water level in golf car batteries.
   Pre-Employment Screening: Background check and drug test required. We are a drug free workplace.
   
   REQUIREMENTS
   Qualifications & Requirements: High School Education or GED equivalent required. Experience in the golf industry in a country club setting preferred. A team spirit and positive attitude. Strong customer service skills, interpersonal and communication skills required. Physical Requirements: Must be able to lift 50 lbs. Sitting, standing and walking frequently. Regularly exposed to outside weather conditions of all seasons. Ability to bend, reach and lift frequently. Must speak and read English.
   
   ABOUT THE COMPANY
   Charlotte Country Club was founded in 1910 and is located four miles east of uptown Charlotte, in the historic Plaza-Midwood neighborhood. Charlotte Country Club is known as a top 20 private club in the US. The club was also recognized as a Top-50 Platinum Club of the World by the Club Leaders Forum. Our team is responsible for upholding an “unparalleled country club experience” for our members and their guests through first impressions, kind and attentive service throughout their visit, and always a fond farewell. We focus on personalized service, exercising our ability to create memorable experiences on a daily basis.

   Copy this example

   

5. Post your job

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

6. Interview candidates

   To successfully recruit outside operators, 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.

   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 outside operator

   Once you've found the outside operator 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 important to follow up with applicants who do not get the job with an email letting them know that the position is filled.

   Once that's done, you can draft an onboarding schedule for the new outside operator. 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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