How to hire a parts advisor

How to hire a parts advisor, step by step

Here's a step-by-step parts advisor hiring guide:

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

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1. Identify your hiring needs

   Before you start hiring a parts advisor, 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

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

   Type of Parts Advisor	Description	Hourly rate
   Parts Advisor	Retail sales workers include both those who sell retail merchandise, such as clothing, furniture, and automobiles, (called retail salespersons) and those who sell spare and replacement parts and equipment, especially car parts (called parts salespersons). Both types of workers help customers find the products they want and process customers’ payments.	$13-24
   Parts Counter Clerk	A parts counter clerk is a customer service position responsible for advising customers about parts and selling parts to customers. The person holding this position is responsible for receiving and verifying new stock when delivered, managing inventory and sales records, billing and receiving payment, and making orders to replenish parts stock... Show more	$12-20
   Parts Coordinator	A parts coordinator usually works at retail establishments and warehouses where they are primarily in charge of coordinating with suppliers and vendors to maintain an adequate supply of materials and spare parts. They are also responsible for managing backorders, overseeing shipments and deliveries, maintaining records, and supervising operations to ensure that all issues get resolved in a timely and efficient manner... Show more	$14-23

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Customer Service
   • Phone Calls
   • Core Returns
   • Cleanliness
   • Parts Counter
   • Chrysler
   • Parts Inventory
   • Honda
   • Jeep
   • Parts Sales
   • Work Ethic
   • BMW
   • Inventory Control
   • Customer Satisfaction

   Check all skills

   Responsibilities:

   • Manage DIY services including battery installation, testing, wiper installs, etc.
   • Continue to maintain Honda's value, quality, and integrity.
   • Work wholesale and retail parts department (s) as needed using ADP software and EPC.
   • Use ADP to manually load all items in inventory, change cost and list prices as needed.
   • Submit warranty documentation to Honda & Yamaha for payment.
   • Develop relationships with personnel from other Chrysler dealerships to participate in a mutually beneficial parts purchase and delivery co op.

3. Make a budget

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

   • Location. For example, parts advisors' average salary in oklahoma is 37% less than in new jersey.
   • Seniority. Entry-level parts advisors 42% less than senior-level parts advisors.
   • Certifications. A parts advisor 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 parts advisor's salary.

   Average parts advisor salary

   $38,410yearly

   $18.47 hourly rate

   ---

   Entry-level parts advisor salary

   $29,000 yearly salary

   Updated December 25, 2025

4. Writing a parts advisor job description

   A good parts advisor 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 parts advisor job description:

   Parts advisor job description example

   Leading the future in luxury electric and mobility
   At Lucid, we set out to introduce the most captivating, luxury electric vehicles that elevate the human experience and transcend the perceived limitations of space, performance, and intelligence. Vehicles that are intuitive, liberating, and designed for the future of mobility.
   
   We plan to lead in this new era of luxury electric by returning to the fundamentals of great design - where every decision we make is in service of the individual and environment. Because when you are no longer bound by convention, you are free to define your own experience.
   
   Come work alongside some of the most accomplished minds in the industry. Beyond providing competitive salaries, we're providing a community for innovators who want to make an immediate and significant impact. If you are driven to create a better, more sustainable future, then this is the right place for you.
   
   The Parts Advisor oversees all parts operations within the Service Center to provide the highest level of external and internal customer satisfaction while maximizing return on investment through parts sales, inventory control, and expense control. This position acts as the primary supplier of spare parts for internal operations and as the primary parts salesperson. The Parts Advisor is an integral part of the service experience. Candidates are expected to excel in their respective roles, have the ability to learn quickly and strive for excellence in a fast-paced environment.
   The Role:Communicates, enforces and monitors effective parts department processes Promotes and merchandises parts and accessories according to Lucid guidelines Maintains an accurate and effective parts inventory control system that includes perpetual and annual inventories, as well as proper counter procedures Create estimates as required by technicians and advisors Order inventory and special-order parts for jobs Receive parts orders May be required to work evenings, weekends, and holidays Must be able to travel occasionally if needed for a week or more Have a passion for sustainable transportation and changing the automotive industry
   Qualifications:High School Diploma or relevant work experience Previous experience in a parts department environment - luxury preferred Excellent written and verbal communication skills High level attention to detail and accuracy Ability to multitask while maintaining high level of accuracy Ability to analyze and interpret internal reports Able to effectively work both individually and within a group in a high-paced environment Ability to use basic computer applications such as Microsoft Office as well as learn proprietary DMS software Role based in the Oslo region Advantageous Experiences:Certificate in Automotive Technology or equivalent work experience Knowledge of HV systems, LV systems, and EV powertrains Start-up experience and related fast-paced environments Previous OEM Parts training
   At Lucid, we don't just welcome diversity - we celebrate it! Lucid Motors is proud to be an equal opportunity workplace. We are committed to equal employment opportunity regardless of race, color, national or ethnic origin, age, religion, disability, sexual orientation, gender, gender identity and expression, marital status, and any other characteristic protected under applicable State or Federal laws and regulations.
   
   Notice regarding COVID-19 protocols
   At Lucid, we prioritize the health and wellbeing of our employees, families, and friends above all else. In response to the novel Coronavirus all new Lucid employees, whose job will be based in the United States may or may not be required to provide original documentation confirming status as having received the prescribed inoculation (doses). Vaccination requirements are dependent upon location and position, please refer to the job description for more details.
   
   Individuals in positions requiring vaccinations may seek a medical and/or religious exemption from this requirement and may be granted such an accommodation after submitting a formal request to and the subsequent review and approval thereof by our dedicated Covid-19 Response team.
   
   To all recruitment agencies: Lucid Motors does not accept agency resumes. Please do not forward resumes to our careers alias or other Lucid Motors employees. Lucid Motors is not responsible for any fees related to unsolicited resumes.

   Copy this example

   

5. Post your job

   To find the right parts advisor for your business, consider trying out a few different recruiting strategies:

   • Consider internal talent. One of the most important sources of talent for any company is its existing workforce.
   • Ask for referrals. Reach out to friends, family members, and current employees and ask if they know or have worked with parts advisors they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit parts advisors who meet your education requirements.
   • Social media platforms. LinkedIn, Facebook and Twitter now have more than 3.5 billion users, and you can use social media to reach potential job candidates.

   Post your job online:

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

6. Interview candidates

   Your first interview with parts advisor 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 parts advisor

   Once you have selected a candidate for the parts advisor position, it is time to create an offer letter. In addition to salary, the offer letter should include details about benefits and perks that are available to the employee. Ensuring your offer is competitive is vital, as qualified candidates may be considering other job opportunities. The candidate may wish to negotiate the terms of the offer, and it is important to be open to discussion and reach a mutually beneficial agreement. After the offer has been accepted, it is a good idea to formalize the 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 employee's start date, you can create an onboarding schedule and complete any necessary paperwork, such as employee action forms and onboarding documents like I-9 forms, benefits enrollment, and federal and state tax forms. Human Resources should also ensure that a new employee file is 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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