How to hire a parts person

How to hire a parts person, step by step

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

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1. Identify your hiring needs

   Before you post your parts person 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 person 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

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

   This list shows salaries for various types of parts people.

   Type of Parts Person	Description	Hourly rate
   Parts Person	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
   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:

   • Shipping Receiving
   • Parts Inventory
   • Parts Warehouse
   • Customer Service
   • Parts Counter
   • Customer Orders
   • Inventory Control
   • Place Orders
   • Stock Orders
   • Computer System
   • Parts Sales
   • Counter Sales
   • Honda
   • Body Shop

   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.
   • Develop training materials for in-house and external training requirements for Toyota supply parts.

3. Make a budget

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

   • Location. For example, parts people' average salary in florida is 37% less than in washington.
   • Seniority. Entry-level parts people earn 33% less than senior-level parts people.
   • Certifications. A parts person 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 a parts person's salary.

   Average parts person salary

   $15.63hourly

   $32,519 yearly

   ---

   Entry-level parts person salary

   $26,000 yearly salary

   Updated January 30, 2026

4. Writing a parts person job description

   A good parts person 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 person job description:

   Parts person job description example

   • Meet or exceed measurable guidelines for effective performance set by the dealership management team and based on generally accepted industry standards, including inventory day’s supply, service level, true turn, stock versus emergency orders, 12-month "no sales," lost sales, special orders, outside purchases, etc.
   • Maintain logical locations for all parts and note location in the computer by part number.
   • Assist in establishing and practicing measures to deter departmental theft.
   • Assist with cycle and maintain a perpetual inventory bin-maintenance system.
   • Use and monitor an efficient stock ordering system.
   • Utilize all available discounts without exceeding stocking parameters.
   • Ensure that emergency orders are used primarily to effect service-level goals.
   • Establish and maintain a special order system and schedules; ensure proper information flow regarding special orders, including Critical and Direct Ship orders, to all involved parties.

   Candidates must possess:

   • Strong work ethic
   • Verbal and written communication skills
   • Basic mathematical skills and the ability to read, write, and type numbers in series
   • Strong organizational, multitasking, and time management skills
   • Ability to work in a fast-paced environment
   • Organizational and tracking ability

   Requirements:

   • Valid driver’s license and driving record that meets Company insurability standards
   • One year certificate from college or technical school; or 1+ years of related experience and/or training; or equivalent combination of education and experience

   Prefer:

   • Bachelor's degree (BA) from a four-year college or university
   • Automotive Service Excellence (ASE) Certifications preferred

   • Medium/Heavy Truck Parts Specialist Certification preferred

   Hunter Truck is a family-owned and operated network of dealerships and is the largest medium and heavy-duty truck dealer in the Northeast.

   We offer an excellent a competitive benefits package including

   • Medical, dental, vision

   • Paid vacation and holidays

   • Flexible schedules

   • Short and long-term disability

   • Employee assistance program

   • Company-paid life insurance

   • 401k retirement with a discretionary contribution

   • Tuition reimbursement

   • Paid training and more!

   All positions are subject to a drug screen and background screen.

   Copy this example

   

5. Post your job

   There are a few common ways to find parts people for your business:

   • Promoting internally or recruiting from your existing workforce.
   • Ask for referrals from friends, family members, and current employees.
   • Attend job fairs at local colleges to meet candidates with the right educational background.
   • Use social media platforms like LinkedIn, Facebook, and Twitter to recruit passive job-seekers.

   Post your job online:

   • Post your parts person job on Zippia to find and attract quality parts person candidates.
   • Use niche websites such as salesjobs, salesheads, allretailjobs.com, sales trax.
   • Post a job on free websites.

6. Interview candidates

   Your first interview with parts person 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 person

   Once you have selected a candidate for the parts person 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 good etiquette to follow up with applicants who don't get the job by sending them an email letting them know that the position has been filled.

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