How to hire a safety person

How to hire a safety person, step by step

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

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1. Identify your hiring needs

   Before you start hiring a safety person, 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 safety person's background is also an important factor in determining whether they'll be a good fit for the position. For example, safety people 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 presents safety person salaries for various positions.

   Type of Safety Person	Description	Hourly rate
   Safety Person	Occupational health and safety specialists analyze many types of work environments and work procedures. Specialists inspect workplaces for adherence to regulations on safety, health, and the environment... Show more	$12-19
   Public Health Internship	A public health internship provides students with a great learning opportunity to put into practice those educational principles and skills learned in the classroom. They will gain a better understanding and appreciation for the duties and responsibilities of full-time professionals in public health... Show more	$12-26
   Health And Safety Coordinator	A health and safety coordinator is responsible for identifying the potential safety risks of an organization, recommending solutions to mitigate hazards that may affect the company's operational performance and productivity. Health and safety coordinators inspect the safety and security of the facilities, including the production tools, equipment, and machinery, and analyze findings to develop procedures that would eliminate work-related threats... Show more	$17-36

   Show more

2. Create an ideal candidate profile

   Common skills:

   • OSHA
   • Site Safety
   • Competent Person
   • PPE
   • Safety Training
   • Rig
   • Space Entry
   • JSA
   • Safety Regulations
   • Safety Audits
   • Safety Policies
   • CDL
   • Safety Equipment

   Responsibilities:

   • Manage and facilitate extensive Safety/Security and HAZMAT training for all personnel.
   • Fill out all job JSA and meeting about.
   • Conduct training and crew competency evaluations in relation to require job functions as per OSHA and other regulatoryagencies.
   • Make sure site are safe to workHold morning safety meetingsInspect all scaffoldingMake sure site with OSHA and EM385 compliant
   • Respond to emergency and non-emergency calls from residents, if necessary render first aid, CPR or defibrillator before paramedics arrive.
   • Work closely with management to help create a work environment that make it easier to become ISO certify.

3. Make a budget

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

   • Location. For example, safety people' average salary in kansas is 45% less than in alaska.
   • Seniority. Entry-level safety people 38% less than senior-level safety people.
   • Certifications. A safety person 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 safety person's salary.

   Average safety person salary

   $15.33hourly

   $31,886 yearly

   ---

   Entry-level safety person salary

   $25,000 yearly salary

   Updated January 12, 2026

4. Writing a safety person job description

   A job description for a safety person 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 safety person job description:

   Safety person job description example

   The Body Man - Body Shop Technician repairs damaged body parts and bodies of vehicles in accordance with factory and dealership specifications and time standards.
   Must be certified with 5 years experience, and have your own tools.
   Essential Duties include the following. Other duties may be assigned. Repairs vehicles per estimate and according to manufacturer standards.
   Checks parts against estimate and ensures proper parts are ordered and received.
   Prepares vehicles for body repair work.
   Notifies management of any additional repairs needed.
   Notifies management of any difficulties or problems that may prevent a quality job from being performed or cause a change in the promised time.
   Maintains tools and equipment in a proper state of repair.
   Maintains and wears all required safety and health personal protective equipment, including respirator, in the manner recommended by the equipment manufacturer.
   Complies with all laws and regulations pertaining to paint, thinners, and other hazardous materials. Reports any deviations to management.
   Cooperates and assists other personnel in the repair and prepping of vehicles.
   Understands, keeps abreast of, and complies with federal, state, and local regulations that affect body shop operations, such as hazardous waste disposal,
   OSHA Right-to-Know, etc.
   Operates all tools and equipment in a safe manner. The individual must maintain an acceptable driving record according to our insurance standards at all times. No employee or applicant should be under the influence of any substance including medical marijuana on-site or during work hours. Further, employees under the influence of are prohibited from undertaking any task that would constitute negligence or professional malpractice, and are prohibited from operating any type of powered vehicle or powered equipment - handheld or otherwise.

   Copy this example

   

5. Post your job

   To find safety people 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 safety people they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit entry-level safety people 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 safety person job on Zippia to find and attract quality safety person candidates.
   • Use niche websites such as healthcarejobsite, health jobs nationwide, hospitalcareers, medreps.com.
   • Post a job on free websites.

6. Interview candidates

   During your first interview to recruit safety people, engage with candidates to learn about their interest in the role and experience in the field. During the following interview, you'll be able to go into more detail about the company, the position, and the responsibilities.

   Remember to include a few questions that allow candidates to expand on their strengths in their own words. Asking about their unique skills might reveal things you'd miss otherwise. At this point, good candidates 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 safety person

   Once you've decided on a perfect safety person 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.

   You should also follow up with applicants who don't get the job with an email letting them know that you've filled the position.

   After that, you can create an onboarding schedule for a new safety 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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