How to hire a part maker

How to hire a part maker, step by step

Here's a step-by-step part maker hiring guide:

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

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1. Identify your hiring needs

   First, determine the employments status of the part maker you need to hire. Certain part maker 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

   You should also consider the ideal background you'd like them a part maker 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 a part maker that fits the bill.

   The following list breaks down different types of part makers and their corresponding salaries.

   Type of Part Maker	Description	Hourly rate
   Part Maker		$12-30
   Finisher Operator	A finisher operator finalizes a product. They put on the final layer of paint, stitching, engraving or cloth on the product to complete it... Show more	$13-21
   SMT Operator	Surface mount technology (SMT) operators monitor and maintain any equipment used in establishing SMT electronic circuits. The task of SMT operators involves SMT machine operation to mount electronic components onto the circuit boards... Show more	$12-21

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Assembly Line
   • Drill Press

   Responsibilities:

   • Calculate dimensions and tolerances using knowledge of mathematics and instruments such as micrometers and vernier calipers.
   • Operate equipment such as bobcats and mortar mixers.
   • Assemble interior parts for Toyota automobiles.

3. Make a budget

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

   • Location. For example, part makers' average salary in arkansas is 41% less than in minnesota.
   • Seniority. Entry-level part makers 59% less than senior-level part makers.
   • Certifications. A part maker 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 part maker's salary.

   Average part maker salary

   $40,894yearly

   $19.66 hourly rate

   ---

   Entry-level part maker salary

   $26,000 yearly salary

   Updated January 27, 2026

4. Writing a part maker job description

   A job description for a part maker 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 part maker job description:

   Part maker job description example

   Commercial Parts Pro in Bourne, MA at WORLDPAC
   
   Date Posted:10/10/2022
   
   Apply ({{ apply Url }}) Not ready to Apply?
   
   Career Snapshot
   
   + Employee Type:
   
   Full-Time
   
   + Location:
   
   32 Jonathan Bourne Drive
   
   Bourne, MA
   
   + Career Type:
   
   Store Hourly
   
   Field Sales and Service
   
   + Date Posted:
   
   10/10/2022
   
   About Us
   
   At Advance Auto Parts we have a passion for YES . Each day we are motivated by a passion to help our Customers. We have a commitment to advance the lives of our fellow Team Members, Customers, and the Communities where we live and work.
   
   When you join our team, you become one of more of over 70,000 knowledgeable and experienced Team Members who are committed to providing outstanding customer service to our customers, communities and each other every day.
   
   With over 5,100 stores in the United States, Canada, Puerto Rico and Virgin Islands, we are a leading automotive aftermarket parts provider. With opportunities ranging from our front lines in our Stores to our Distribution Centers to our Corporate Support Center and our rapidly growing Professional Business, we have the career for you.
   
   We are an Equal Opportunity Employer and do not discriminate against any employee or applicant for employment because of race, color, sex, age national origin, religion, sexual orientation, gender identity, status as a veteran and basis of disability or any other federal, state or local protected class.
   
   Career DescriptionJob Description
   
   + Assist in the day-to-day store operations
   
   + Determine and fulfill customer needs for automotive parts through lookup and sourcing
   
   + Complete sales for customers over the phone; enter orders in to computer system. This includes learning proper credit card and check procedures.
   
   + Assist management with daily call lists and promotions; develop strong business relationships with Customers.
   
   + Process and receive returned items and stock orders, and perform any other light duty tasks as specified by the manager.
   
   + Maintain safe and secure environment as well as store day-to-day maintenance
   
   + Stay up-to-date on job knowledge and help store accomplish its sales goals
   
   + Assist with delivery runs if needed (if store is short on help)
   
   + Additional responsibilities as assigned
   
   Knowledge and Experience:
   
   + Minimum 2-3 years of previous experience in direct telephone sales
   
   + Knowledge of automobiles and parts strongly preferred
   
   + High school diploma or equivalent required
   
   + Excellent phone manners, sales closing skills and ability to handle objections
   
   + Strong communication skills, especially over the phone
   
   + Must possess good computer skills and ability to learn new programs quickly
   
   + Willing to learn new sales techniques with a desire to be coached
   
   + Ability to work well in a fast-paced multitasking environment
   
   + Self-motivated and results driven with a positive team-player attitude
   
   + Must enjoy challenges and interacting with a variety of people and situations
   
   + Highly developed sense of integrity and commitment to customer satisfaction
   
   Physical Requirements/Working Conditions:
   
   + Must be able to lift up to 50 lbs. on occasion
   
   + Must be able to stand for long periods, bend, climb stairs/ladders, and use a computer
   
   + Travel by car to stores and customers is sometimes needed
   
   AAPRTL

   Copy this example

   

5. Post your job

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

6. Interview candidates

   During your first interview to recruit part makers, engage with candidates to learn about their interest in the role and experience in the field. During the following interview, you'll be able to go into more detail about the company, the position, and the responsibilities.

   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 part maker

   Once you've decided on a perfect part maker 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.

   To prepare for the new part maker first day, you should share an onboarding schedule with them that covers their first period on the job. You should also quickly complete any necessary paperwork, such as employee action forms and onboarding documents like I-9, benefits enrollment, and federal and state tax forms. Finally, Human Resources must ensure a new employee file is created for internal record keeping.

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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