How to hire a small equipment operator

How to hire a small equipment operator, step by step

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

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1. Identify your hiring needs

   The small equipment 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 small equipment operator's background is also an important factor in determining whether they'll be a good fit for the position. For example, small equipment 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 small equipment operator salaries for various roles:

   Type of Small Equipment Operator	Description	Hourly rate
   Small Equipment Operator	Construction equipment operators drive, maneuver, or control the heavy machinery used to construct roads, bridges, buildings, and other structures.	$12-23
   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
   Farm Operator	Farm operators make day-to-day management decisions on farms. An operator could be the owner, the manager, a cash tenant, a share tenant, or a partner... Show more	$7-25

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Routine Maintenance
   • Customer Specifications
   • Asphalt
   • Boats
   • General Maintenance
   • Mowing
   • End Loaders
   • Load Trucks
   • Hazardous Materials
   • Perform Routine Maintenance
   • Hoisting
   • RAN
   • Shovels
   • Clamp

   Check all skills

   Responsibilities:

   • Certify in the use of forklifts, clamp trucks and skidster
   • Field work include all preparation for planting through harvest on particular operation including liquid manure spreading.
   • Manufacture active pharmaceutical ingredients using GMP format and aseptic techniques.

3. Make a budget

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

   • Location. For example, small equipment operators' average salary in georgia is 49% less than in minnesota.
   • Seniority. Entry-level small equipment operators earn 44% less than senior-level small equipment operators.
   • Certifications. A small equipment 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 small equipment operator's salary.

   Average small equipment operator salary

   $36,820yearly

   $17.70 hourly rate

   ---

   Entry-level small equipment operator salary

   $27,000 yearly salary

   Updated January 12, 2026

4. Writing a small equipment operator job description

   A small equipment 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 small equipment operator job description:

   Small equipment operator job description example

   As an EEO/Affirmative Action Employer, all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, age, national origin, disability, or veteran status.
   **I. Job Summary**
   
   Operates one or two pieces of equipment including but not limited to baler, front-end loader, bobcat, candensifier or forklift to transport or bind paper or other loose materials to facilitate handling.
   
   **II. Essential Duties and Responsibilities**
   
   To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. Other minor duties may be assigned.
   
   + Sorts and grades material.
   
   + Fills and operates candensifier.
   
   + Records materials or items received or distributed and mark materials with identifying information.
   
   + Maintains inventory records.
   
   + Compiles worksheets or tickets from customer specifications.
   
   + Insures material is being fed properly onto conveyor.
   
   + Coordinates flow of material.
   
   + Starts baler up on time, read monitor, which displays functions of baler, and reacts quickly to machine prompts and alarms, and ensures proper operation.
   
   + Monitors and documents downtime.
   
   + Insures safety around working areas.
   
   + Checks quality of material before it is baled or shipped.
   
   + Coordinates with MRF Manager to see what material needs to be baled or shipped.
   
   + Performs routine maintenance and daily inspection on equipment such as lubricating, fueling, and cleaning.
   
   + Keeps supply of wire on hand for baler.
   
   + Operates loader, forklift, bobcat, or other equipment to move material to designated area.
   
   + Keeps surrounding work areas clean.
   
   + Unloads, tags, and stacks material in proper rows by raising and lowering lifting device.
   
   + Loads or unloads materials into or out of trailers and railcars.
   
   + Moves material from baler.
   
   + Dumps containers, bins, and gaylords of materials.
   
   + Reads loading, unloading sheets and bills of ladings.
   
   + Completes necessary load and unload tally sheets.
   
   + Inspects and grades wastepaper that is received at plant.
   
   + Ensures vehicle condition reports are filled out properly as required by corporate guidelines.
   
   + Complies with all safety policies and procedures.
   
   + Performs other duties as assigned.
   
   **III. Supervisory Responsibilities**
   
   This job has no supervisory duties.
   
   **IV. Qualifications**
   
   The requirements listed below are representative of the qualifications necessary to perform the job.
   
   A. Education and Experience
   
   + Education: None required.
   
   + Experience: Six (6) months of previous work experience.
   
   B. Certificates, Licenses, Registrations or Other Requirements
   
   + Forklift Certified
   
   C. Other Knowledge, Skills or Abilities Required
   
   + None required.
   
   **V. Work Environment**
   
   Listed below are key points regarding environmental demands and work environment of the job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions of the job.
   
   + Required to use motor coordination with finger dexterity (such as keyboarding, machine operation, etc.) most of the work day;
   
   + Required to exert physical effort in handling objects less than 30 pounds occasionally;
   
   + Required to be exposed to physical occupational risks (such as cuts, burns, exposure to toxic chemicals, etc.) rarely;
   
   + Required to be exposed to physical environment which involves dirt, odors, noise, weather extremes or similar elements most of the work day;
   
   + Normal setting for this job is: shop or field.
   
   **Benefits**
   
   At Waste Management, each eligible employee receives a competitive total compensation package including Medical, Dental, Vision, Life Insurance and Short Term Disability. As well as a Stock Purchase Plan, Company match on 401K, and more! Our employees also receive Paid Vacation, Holidays, and Personal Days. Please note that benefits may vary by site.
   
   If this sounds like the opportunity that you have been looking for, please click "Apply.
   
   Equal Opportunity Employer: Minority/Female/Disability/Veteran

   Copy this example

   

5. Post your job

   There are a few common ways to find small equipment operators for your business:

   • Promoting internally or recruiting from your existing workforce.
   • Ask for referrals from friends, family members, and current employees.
   • Attend job fairs at local colleges to meet candidates with the right educational background.
   • Use social media platforms like LinkedIn, Facebook, and Twitter to recruit passive job-seekers.

   To find small equipment operator candidates, you can consider the following options:

   • Post your job opening on Zippia or other job search websites.
   • Use niche websites that focus on engineering and technology jobs, such as constructionjobs.
   • Post your job on free job posting websites.

6. Interview candidates

   During your first interview to recruit small equipment operators, 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.

   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 small equipment operator

   Once you've selected the best small equipment 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 good etiquette to follow up with applicants who don't get the job by sending them an email letting them know that the position has been filled.

   After that, you can create an onboarding schedule for a new small equipment operator. 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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