How to hire a slinger

How to hire a slinger, step by step

Here's a step-by-step slinger hiring guide:

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

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1. Identify your hiring needs

   Before you post your slinger 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 slinger 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 slinger's background is also an important factor in determining whether they'll be a good fit for the position. For example, slingers 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 slingers.

   Type of Slinger	Description	Hourly rate
   Slinger		$12-40
   Rigger	A rigger is a worker whose task is to set up, maintain or repair rigging in construction projects in industrial or manufacturing plants. Riggers install machinery and make sure that it is in place... Show more	$13-28

2. Create an ideal candidate profile

   Common skills:

   • Chokers
   • Hoisting
   • Disposal Site

   Responsibilities:

   • Set chokers and send turns to the landing
   • Assist lead man in the setting up lines and pulleys to advance the logging around the mountain.
   • Ride on the back of the trash truck rain sleet or snow pick up trash and recyclables and operate trash compactor
   • Load and unload items from storage, trucks, carts, and dollies using cranes, forklift, and pallets jacks.
   • Job are at BP chemical plant in Hugar SC.

3. Make a budget

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

   • Location. For example, slingers' average salary in louisiana is 50% less than in alaska.
   • Seniority. Entry-level slingers earn 69% less than senior-level slingers.
   • Certifications. A slinger 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 slinger's salary.

   Average slinger salary

   $47,417yearly

   $22.80 hourly rate

   ---

   Entry-level slinger salary

   $26,000 yearly salary

   Updated December 17, 2025

4. Writing a slinger job description

   A slinger 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. To help get you started, here's an example of a slinger job description:

   Slinger job description example

   • No prior experience or education is required.
   • Must be able to lift 50 lbs
   • Must be able to stay on feet for multiple hours at a time
   • Must be able to work outdoors/in the elements
   • Must have nights and weekend availability
   • Clean driving record preferred. Those unable to operate company vehicles (due to not being a licensed driver or having violations on driving record) will have more limited schedules to accommodate being dropped off at events.
   • Enjoys interacting with customers and coworkers.
   • Comes with an open mind, open heart, and the willingness to work hard and learn!
   • Loves to eat pops!

   Additional Information:

   • POSITION: King of Pops Pop Slinger
   • REPORTS TO: Atlanta Region Territory Manager
   • STATUS: Part-Time
   • DIRECT REPORTS: 0
   • COMPENSATION: $17-22/hr avg total after tips
     • Accrued PTO
     • Company profit share program (10% annual salary bonus)

   King of Pops denounces racism, police brutality, and white supremacy, and we commit to work to dismantle these far-too-long held institutions. We also strive to be good stewards of our environment, constantly searching for organizations who can help make a difference internally or externally. Finally, we believe in community building which takes shape in infinite ways, but is a never ending endeavor.

   EEO Statement: We are an equal employment opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability status, protected veteran status or any other characteristic protected by law.

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5. Post your job

   To find slingers 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 slingers they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit entry-level slingers 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 slinger job on Zippia to find and recruit slinger candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   Recruiting slingers requires you to bring your A-game to the interview process. The first interview should introduce the company and the role to the candidate as much as they present their background experience and reasons for applying for the job. During later interviews, you can go into more detail about the technical details of the job and ask behavioral questions to gauge how they'd fit into your current company culture.

   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 slinger

   Once you've selected the best slinger 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 equally important to follow up with applicants who don't get the job with an email letting them know that the position has been filled.

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