How to hire a second floor operator

How to hire a second floor operator, step by step

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

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1. Identify your hiring needs

   The second floor operator hiring process starts by determining what type of worker you actually need. Certain roles might require a full-time employee, whereas part-time workers or contractors can do others.

   Determine employee vs contractor status

   Is the person you're thinking of hiring a US citizen or green card holder?

   Yes

   No

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

   Here's a comparison of second floor operator salaries for various roles:

   Type of Second Floor Operator	Description	Hourly rate
   Second Floor Operator	Material moving machine operators use machinery to transport various objects. Some operators move construction materials around building sites or excavate earth from a mine... Show more	$12-19
   Lift Driver	A lift driver is responsible for operating warehouse machines and vehicles, especially on loading and unloading items from distribution trucks and transporting the merchandise to different parts of the warehouse. Lift drivers inspect the efficiency and reliability of the machines, ensuring its operational and optimal performance to avoid production delays... Show more	$12-20
   Driver/Material Handler	Primarily, driver/material handlers help maintain the production and distribution of products through inventory pullout, production materials, and supplies delivery, and finished product staging. Material handlers manage the transport of equipment or ammunition and conduct the planning and execution functions for effective grind force training... Show more	$13-21

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Safety Rules
   • Safety Procedures
   • Machine Operators
   • Safety Standards
   • Production Schedules
   • Control Room
   • Production Equipment
   • CNC
   • Customer Orders
   • Customer Specifications
   • Press Machine
   • Computer System
   • Safety Regulations
   • Press Operation

   Check all skills

   Responsibilities:

   • Exhibit leadership skills by managing co-worker assignments while simultaneously monitoring the skate floor
   • Operate CNC lathes and millers.
   • Perform specialized production line and quality control duties in a professional production environment specializing in plastic extrusion.
   • Preform quality control check at beginning and during operation of all equipment to ensure continuing overall quality.

3. Make a budget

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

   • Location. For example, second floor operators' average salary in alabama is 42% less than in north dakota.
   • Seniority. Entry-level second floor operators earn 35% less than senior-level second floor operators.
   • Certifications. A second floor operator 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 second floor operator's salary.

   Average second floor operator salary

   $15.83hourly

   $32,919 yearly

   ---

   Entry-level second floor operator salary

   $26,000 yearly salary

   Updated January 18, 2026

4. Writing a second floor operator job description

   A good second floor operator 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 second floor operator job description:

   Second floor operator job description example

   Vonachen Group was established in 1968 as a private, family owned janitorial service company. From the very beginning, we've remained true to our "Midwestern values." Our team ishard-working, responsive and reliable. We believe in delivering quality work, honoring our commitments and treating clients and employees with respect. Vonachen Group has earned a reputation as "people of integrity," and it's this reputation we work hard to keep! Vonachen Group is committed to creating a cleaner, safer and healthier environment for our valued clients. No matter what type of business we serve, Vonachen Group strives to exceed expectations by meeting the unique needs of your facility, staying within budget, responding and adjusting to workflow within 24 hours and working side-by-side with you as amember of your team. Since its founding, Vonachen Group has evolved into a full-service facility maintenance leader that provides janitorial services, healthcare services, logistics and special services for a wide range of clients throughout Illinois, Iowa, Wisconsin, Michigan, Mississippi, Nebraska and Tennessee. This position is an operator in Des Moines, Iowa in a manufacturing facility. Responsibilities/Duties
   
   We are currently seeking a Main Floor Operator position and a General Cleaner position at a manufacturing plant in Des Moines, IA. Job duties include, but are not limited to running a sweeper/scrubber to clean factory floors, using a forklift to pick up trash hampers and doing the recycling in the plant. Also, applicants will be doing some scrubbing and floor scraping by hand. Must have driving knowledge, Be able to work in a highly dusty environment and be able to work in hot and cold conditions. Required Skills
   
   Applicant must be reliable and have an eye for detail. The position will include bending, stooping, reaching, twisting, a lot of walking and lifting up to 50 pounds.
   
   Some responsibilities are to driver a M30 and T20 floor machine throughout the shift. Sweeping, scraping, dusting, moping, use of cleaning chemicals, pulling trash. Candidate must be able to walk for 4 hours or more a shift.
   Details
   
   Full Benefits offered: Medical, Dental, Vision, Life, 401(k), STD
   
   All shifts (rotating 12 hours shifts), $16.50/ hour.
   
   At the end of 90 days of employment an "earned attendance bonus" will be calculated and paid in the next pay period.
   
   Night Shift Main Floor Operator 07:00pm- 07:00am 12 hour rotating schedule. Must be able to pass pre-employment requirements as needed. Also has prior driving knowledge.
   
   Some Responsibilities are to Drive a M30 and T20 Floor Machine throughout shift. Sweeping,scraping, Dusting, moping, use of cleaning chemicals, pulling trash, candidate must be capable of lifting up to 50lbs and walking for 4 hours or more. Candidate must demonstrate a positive attitude and attention to detail. Self Motivated and works well as a team and individually. Paid vacation, Paid Mileage if applicable.
   
   #VSI123

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5. Post your job

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

6. Interview candidates

   Your first interview with second floor 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.

   It's also good to ask about candidates' unique skills and talents. You can move on to the technical interview if a candidate is good enough for the next step.

   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 second floor operator

   Once you've selected the best second floor operator candidate for the job, it's time to write an offer letter. In addition to salary, this letter should include details about the benefits and perks you offer the candidate. Ensuring that your offer is competitive is essential, as qualified candidates may be considering other job opportunities. The candidate may wish to negotiate the terms of the offer, and you should be open to discussion. After you reach an agreement, the final step is formalizing 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.

   Once that's done, you can draft an onboarding schedule for the new second floor 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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