How to hire a screen operator

How to hire a screen operator, step by step

Here's a step-by-step screen operator hiring guide:

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

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1. Identify your hiring needs

   Before you post your screen operator 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 screen operator 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

   A screen operator's background is also an important factor in determining whether they'll be a good fit for the position. For example, screen operators 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.

   The following list breaks down different types of screen operators and their corresponding salaries.

   Type of Screen Operator	Description	Hourly rate
   Screen Operator		$12-24
   Operator	Operators are skilled workers who are in charge of working on an industrial machine or a specific aspect of the manufacturing business. They are trained to operate machines, learning how to use them... Show more	$12-25

2. Create an ideal candidate profile

   Common skills:

   • PCB
   • RAN
   • CDL

   Responsibilities:

   • Manage the master calendar and schedule resources such as communication equipment, weapons, transportation and ammunition forecast and delivery.
   • Practice a high level of confidentiality and comply with HIPAA and OSHA practices.
   • Operate and run a production line while operator the freezers on touch screen devices.
   • Exceed expectations in most recent evaluation
   • Monitor combat missions through satellite and computer global positioning systems in order to prepare accurate reports for unit commanders.
   • Monitor combat missions through satellite and computer global positioning systems in order to prepare accurate reports for unit commanders.

3. Make a budget

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

   • Location. For example, screen operators' average salary in wyoming is 44% less than in washington.
   • Seniority. Entry-level screen operators 49% less than senior-level screen operators.
   • Certifications. A screen operator 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 screen operator's salary.

   Average screen operator salary

   $36,924yearly

   $17.75 hourly rate

   ---

   Entry-level screen operator salary

   $26,000 yearly salary

   Updated December 5, 2025

4. Writing a screen operator job description

   A screen operator 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 screen operator job description:

   Screen operator job description example

   CSAT Solutions has always emphasized that outstanding people are the key to our success. We know that outstanding candidates are looking for challenging career opportunities. If you are a highly motivated individual with an entrepreneurial spirit, CSAT Solutions may have a career for you. We invite you to explore the current opportunities available at CSAT Solutions.
   
   CSAT Solutions is currently seeking qualified candidates to fill the role of a Defectives Screening Operator. This position will require the candidate to have some knowledge of computer components.
   Role and Responsibilities
   
   * Operates machines to test functioning of motherboards
   * Performs disassembly and assembly of motherboards and LCD in test fixtures for full functional testing using hand or power tools
   * Performs visual mechanical inspection (VMI) for cosmetic defects and reports findings
   * Tests components or circuits of faulty equipment to locate defects, using special diagnostic software programs
   * Compares findings with the customers reported problem and advice of failures found
   * Completes data entry in shop floor system
   * Learns and uses new processes and procedures for the Defective screening line
   * Other tasks as assigned by manager
   
   Education, Training and Skills
   
   * High School Diploma or Equivalent
   * Computer training diploma preferred
   * 1 year of experience assembling /disassembling, testing, trouble shooting and repairing computers preferred
   * Must be able to speak, read and write English
   * Knowledge of computer hardware
   * Must be able to multi task
   * Must be familiar with Windows operating system and MS Offices
   * Must be able to work with close supervision
   
   This role operates in a warehouse environment. Test operators are required to: stand for the duration of the shift. Frequently walk, sit and twist. Occasionally stoop, crouch or crawl in a safe and efficient manner. Push and pull up to 10lbs. Frequently lift or carry up to 20lbs. Use of small hand tools
   
   CSAT Solutions LP is an equal opportunity employer and does not discriminate on the basis of race, national origin, gender, gender identity, sexual orientation, protected veteran status, disability, age or other legally protected status

   Copy this example

   

5. Post your job

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

6. Interview candidates

   Your first interview with screen operator 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.

   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 screen operator

   Once you've decided on a perfect screen operator 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.

   Once that's done, you can draft an onboarding schedule for the new screen operator. Human Resources should complete Employee Action Forms and ensure that onboarding paperwork is completed, including I-9s, benefits enrollment, federal and state tax forms, etc. They should also ensure that new employee files are created for internal recordkeeping.

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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