How to hire a parts-counter sales

How to hire a parts-counter sales, step by step

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

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1. Identify your hiring needs

   Before you post your parts-counter sales job, you should take the time to determine what type of worker your business needs. While certain jobs definitely require a full-time employee, it's sometimes better to find a parts-counter sales for hire on a part-time basis or as a contractor.

   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-counter sales 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-counter sales.

   Type of Parts-Counter Sales	Description	Hourly rate
   Parts-Counter Sales	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.	$13-23
   Parts Driver	Parts delivery drivers work for a machine parts distributor or an auto parts outlet. Usually, delivery drivers deliver to repair shops and local dealerships for inventory replenishment... 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:

   • Taking Care
   • Customer Service
   • Phone Calls
   • Invoice
   • Parts Counter Sales
   • Repair Orders
   • Purchase Orders
   • Strong Customer Service
   • Data Entry
   • Body Shop
   • Inventory Control
   • Shipping Receiving
   • Customer Orders
   • Customer Satisfaction

   Check all skills

   Responsibilities:

   • Manage DIY services including battery installation, testing, wiper installs, etc.
   • Used computer system for cataloging, sales invoices, inventory, pricing, and ordering special order parts.
   • Train counter personnel on BMW parts systems.
   • Receipt parts that are ordered from Nissan dealer only items.
   • Operate POS system in the recording of orders for juice bar and kitchen area.
   • Operate a cash register, computer and paper cataloging systems and processing daily paperwork and forms.

3. Make a budget

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

   • Location. For example, parts-counter sales' average salary in florida is 41% less than in minnesota.
   • Seniority. Entry-level parts-counter sales 40% less than senior-level parts-counter sales.
   • Certifications. A parts-counter sales 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-counter sales's salary.

   Average parts-counter sales salary

   $37,399yearly

   $17.98 hourly rate

   ---

   Entry-level parts-counter sales salary

   $29,000 yearly salary

   Updated December 25, 2025

4. Writing a parts-counter sales job description

   A parts-counter sales 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-counter sales job description:

   Parts-counter sales job description example

   Compensation is based on experience and commensurate with Fortune 500 companies.

   Physical Demands

   The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform essential functions.

   While performing the duties of this job, the employee is regularly required to stand; walk; use hands to finger, handle, or feel; reach with hands and arms; talk or hear; and taste or smell. The employee is occasionally required to sit; climb or balance; and stoop, kneel, crouch or crawl. The employee must regularly lift and/or move up to 25 pounds and occasionally lift and/or move more than 100 pounds. Specific vision abilities required by this job include close vision, and the ability to adjust focus.

   Benefits

   In addition to career-long personal development, our associates enjoy a number of benefits, including:

   • Health, Vision & Dental Insurance
   • Paid Vacation
   • Paid Holidays
   • Incentives

   About Our Dealership

   We are not your typical auto group. Here at Bert Ogden Auto Group, we actually look out for our community. Whether we are supporting a fundraiser through a local school or working with a local charity or organization, we are always doing as much as we can to improve South Texas. It’s good to know, that when you shop with Bert Ogden Auto Group, you are supporting a local business that keeps its money right here in South Texas.

   We are proud to call South Texas our home, and with 18 different dealerships and 23 lines from which to serve you, we are bound to have a location in your neighborhood. We serve countless cities, towns, and communities including McAllen, Mission, Harlingen, Edinburg, and all points in between. If you live, work, or travel in South Texas, then allow Bert Ogden Auto Group to welcome you at one of our dealerships with open arms. We hope to work with you soon.

   Copy this example

   

5. Post your job

   To find parts-counter sales 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 parts-counter sales they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit entry-level parts-counter sales 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 parts-counter sales job on Zippia to find and recruit parts-counter sales 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-counter sales 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 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-counter sales

   Once you have selected a candidate for the parts-counter sales 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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