How to hire a production trainer

How to hire a production trainer, step by step

Here's a step-by-step production trainer hiring guide:

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

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1. Identify your hiring needs

   Before you start hiring a production trainer, 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 production trainer's background is also an important factor in determining whether they'll be a good fit for the position. For example, production trainers 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.

   This list shows salaries for various types of production trainers.

   Type of Production Trainer	Description	Hourly rate
   Production Trainer	Training and development specialists plan, conduct, and administer programs that train employees and improve their skills and knowledge.	$14-25
   Facilitator	A facilitator is responsible for assisting a group event or program, ensuring that the participants coordinate well. Facilitators also monitor that the objectives of the event are smoothly delivered and organized... Show more	$13-33
   Development Coordinator	A development coordinator is responsible for planning various programs and events for an organization or company. They primarily focus on securing funding by holding fundraising events, devising programs to increase brand awareness, and even coming up with various campaigns supporting a cause... Show more	$17-35

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Production Floor
   • Safety Procedures
   • Production Equipment
   • Continuous Improvement
   • Training Programs
   • Sops
   • On-The-Job Training
   • Employee Training
   • Training Materials
   • Training Classes
   • GMP
   • FDA
   • Safety Training
   • CPR

   Check all skills

   Responsibilities:

   • Utilize MRP system to monitor and manage raw material and finish goods inventory.
   • Conduct periodical audits to insure paperwork is FDA compliant.
   • Train CNC operators to operate CNC machines and inspect parts post machining.
   • Conduct several Kaizen events that are successful in modernizing the way production are done.
   • Operate and maintain a Multicam CNC router table that is used to route out the signs.
   • Implement safety programs and conduct safety team audits to ensure plant compliance with company and OSHA requirements.

3. Make a budget

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

   • Location. For example, production trainers' average salary in west virginia is 52% less than in california.
   • Seniority. Entry-level production trainers earn 43% less than senior-level production trainers.
   • Certifications. A production trainer 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 production trainer's salary.

   Average production trainer salary

   $40,519yearly

   $19.48 hourly rate

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   Entry-level production trainer salary

   $30,000 yearly salary

   Updated December 20, 2025

4. Writing a production trainer job description

   A job description for a production trainer 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 production trainer job description:

   Production trainer job description example

   Heartland Wood Products is an employee-owned business which is a unique opportunity for you to become an employee-owner! Why employee ownership? Employee owners retire with thousands more in savings than their peers. Additionally, employee-owned companies are up to 14% more profitable and 25% more likely to survive a recession than traditional peers.
   General Production General labor working in various roles within our wood manufacturing environment. The ideal candidate is reliable and able to work with attention to detail and safety standards. On-the-job training is a good way to discover how to do the job better, so you should have willingness to learn and improve. Being a team player is essential since all tasks will require close collaboration with co-workers. The goal will be to ensure that production procedures will be carried on smoothly to maximize efficiency and profits. Responsibilities Operate in a safe manner with a focus on quality and efficiency Feed raw material or parts and/or assemble machined parts Inspect parts with precision and measuring tools
   Skills Willingness to learn, positive attitude, and reliable Understanding of production procedures Adherence to health and safety regulations (e.g. constant use of protective gear) Ability to read work orders and follow instructions Attention to detail Teamwork and communication skills High school diploma or equivalent; technical degree is a plus
   Job Type: Full-time or Part-time Salary: From $15.00-16.00 per hour Benefits: · Paid holidays · Health insurance Supplemental insurance Paid time off Employee ownership
   Schedule: 8 hour shift Day shift Monday to Friday Overtime (if needed) Company DescriptionHeartland wood products takes pride in crafting quality wood products, providing exceptional services and nourishing meaningful relationships to enrich the lives of our employees, customers and owners.
   
   Production
   Our 25,000 square foot production facility is equipped with the most cutting edge equipment in the industry.
   Computerized production insures the finest quality and product, speeds up production, promotes safety and makes the best use of our precious natural resources.
   In addition, all of our scrap, dust and shavings are collected, processed and used for bedding and fuels.
   Heartland’s most valuable resource, however, is our employees who use their talents to produce the finest quality wood products available today.
   Discuss your projects with our knowledgeable sales staff and get on the high road to providing the best wood products for your customers.
   Since 1954 we have been manufacturing quality products. In 1989 the name Heartland was formed and you will receive today the same tradition and high quality products made by people that have 20 plus years of experience.

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5. Post your job

   To find the right production trainer 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 production trainers they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit production trainers 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 production trainer job on Zippia to find and recruit production trainer candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   To successfully recruit production trainers, your first interview needs to engage with candidates to learn about their interest in the role and experience in the field. You can go into more detail about the company, the role, and the responsibilities during follow-up interviews.

   You should also ask about candidates' unique skills and talents to see if they match the ideal candidate profile you developed earlier. Candidates good enough for the next step can complete 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 production trainer

   Once you've decided on a perfect production trainer 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.

   After that, you can create an onboarding schedule for a new production trainer. 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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