How to hire a parts associate

How to hire a parts associate, step by step

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

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1. Identify your hiring needs

   The parts associate 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

   Hiring the perfect parts associate 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.

   This list shows salaries for various types of parts associates.

   Type of Parts Associate	Description	Hourly rate
   Parts Associate	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.	$12-18
   Counter Sales Person	A counter salesperson is an employee who meets customers when first entering a store or an organization and provides excellent customer service. Counter salespersons are responsible for answering customer queries and resolve all their queries professional to ensure maximum customer satisfaction... Show more	$12-21
   Parts Delivery Driver	Parts delivery drivers typically work for a machine parts distributor or an automotive parts outlet. They are responsible for delivering parts to repair shops and car dealerships... Show more	$12-17

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Parts Inventory
   • Customer Satisfaction
   • Inventory Control
   • Cycle Counts
   • Computer System
   • Retail Sales
   • Work Ethic
   • Parts Sales
   • Quality Customer Service
   • Sales Floor
   • Customer Complaints
   • Physical Inventory
   • Shipping Receiving
   • Parts Counter

   Check all skills

   Responsibilities:

   • Manage DIY services including battery installation, testing, wiper installs, etc.
   • Develop relationships with personnel from other Chrysler dealerships to participate in a mutually beneficial parts purchase and delivery co op.
   • Complete minor to extensive repair of motor cycles and ATV's.
   • Deliver items to customers, whether they are a dealership, bodyshop or regular customer.

3. Make a budget

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

   • Location. For example, parts associates' average salary in michigan is 39% less than in washington.
   • Seniority. Entry-level parts associates 32% less than senior-level parts associates.
   • Certifications. A parts associate 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 associate's salary.

   Average parts associate salary

   $15.46hourly

   $32,152 yearly

   ---

   Entry-level parts associate salary

   $26,000 yearly salary

   Updated January 23, 2026

4. Writing a parts associate job description

   A parts associate 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 a parts associate job description:

   Parts associate job description example

   Fred Anderson Kia of Raleigh store has a rare opportunity for individuals looking to learn the Parts Department at an entry level position with opportunity to be promoted within the department. The schedule for this position is a 5 day work schedule between 7am-5pm; Monday-Friday.

   The Anderson Automotive Group is a family owned and operated business with over sixty-five years of history. Our franchise car dealerships represent world class manufacturers to include Toyota, Subaru, Nissan, and Kia. We are in the best markets in the Southeast. Founded in 1955, our roots run deep in our communities through philanthropy and community development. We strive to be a progressive, world class retailer and service provider. Every associate at Anderson Automotive Group is critical to our success.

   What we have to offer:

   · A culture of caring, belonging, and respect for everyone

   · Managers that people want to work with

   · Career growth and advancement

   · Leadership development, innovative training and learning systems

   · Competitive compensation plans

   · 401k retirement plans with company match

   · Comprehensive health benefits packages, including telehealth and behavioral health services

   · Paid employee referral, recognition, and bonus programs

   · Paid time off and vacation benefits

   · Employee discounts on parts, service, vehicle purchases, and local entertainment

   What we are looking for:

   · Individuals with friendly and outgoing personalities to assist customers and answer incoming calls

   · Someone to handle incoming and outgoing shipments

   · Possess strong communication and organizational skills conducive to a fast paced enviornment

   · Stay up to date on products and inventory; pulling and packing parts

   · Strong focus on detail and record-keeping

   · Highschool diploma or equivalent

   · Someone to deliver parts from our parts department

   · Valid driver’s license with acceptable motor vehicle record is required

   Why Automotive:

   Career growth: Endless opportunities for career development within our organization, with development programs and trainings to get you where you want to be

   Stability: Even through these uncertain times, Anderson Automotive Group was able to continue to provide excellence in our communities

   Technology: There is no industry more exciting than Automotive. From keyless entry vehicles to electric cars, there is always something new happening in the industry. You can be a part of these exciting changes

   Copy this example

   

5. Post your job

   To find the right parts associate 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 associates they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit parts associates 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 associate job on Zippia to find and recruit parts associate candidates who meet your exact specifications.
   • Use field-specific websites such as salesjobs, salesheads, allretailjobs.com, sales trax.
   • Post a job on free websites.

6. Interview candidates

   Recruiting parts associates requires you to bring your A-game to the interview process. The first interview should introduce the company and the role to the candidate as much as they present their background experience and reasons for applying for the job. During later interviews, you can go into more detail about the technical details of the job and ask behavioral questions to gauge how they'd fit into your current company culture.

   It's also good to ask about candidates' unique skills and talents. You can move on to the technical interview if a candidate is good enough for the next step.

   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 associate

   Once you've selected the best parts associate 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 also important to follow up with applicants who do not get the job with an email letting them know that the position is filled.

   After that, you can create an onboarding schedule for a new parts associate. 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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