How to hire a sorter/loader

How to hire a sorter/loader, step by step

Here's a step-by-step sorter/loader hiring guide:

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

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1. Identify your hiring needs

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

   Type of Sorter/Loader	Description	Hourly rate
   Sorter/Loader	Hand laborers and material movers manually move freight, stock, or other materials. Others feed or remove material to and from machines, clean vehicles, pick up unwanted household goods, and pack materials for moving.	$12-18
   Package Handler UPS	The primary job of package handlers is to assemble, seal, and load packages. They are responsible for tracking package information using scanners and sorting parcels according to destination... Show more	$12-19
   Warehouse Labour	Warehouse labour workers are responsible for organizing shipment details by processing the correct quantity of orders, ensuring that the items are free from any defects and mislabeling. Warehouse labourers prepare the items for packaging efficiently, update the inventory records, and escalate production discrepancy to the management for immediate resolution... Show more	$12-18

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Tractor Trailer
   • Safety Procedures
   • Pallet Jack
   • Conveyor Belts
   • Delivery Truck
   • Load Trailers
   • Hazardous Materials
   • Assembly Line
   • RF Scanner
   • Load Trucks
   • Unload Trucks
   • Semi Trucks
   • Hub
   • Customer Orders

   Check all skills

   Responsibilities:

   • Process mail using automate mail processing equipment or manual methods of sortation and distribution.
   • Thrive in this fast-pace environment requiring memorization, accuracy, and stamina.

3. Make a budget

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

   • Location. For example, sorter/loaders' average salary in florida is 34% less than in district of columbia.
   • Seniority. Entry-level sorter/loaders earn 36% less than senior-level sorter/loaders.
   • Certifications. A sorter/loader 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 sorter/loader's salary.

   Average sorter/loader salary

   $15.33hourly

   $31,896 yearly

   ---

   Entry-level sorter/loader salary

   $25,000 yearly salary

   Updated December 15, 2025

4. Writing a sorter/loader job description

   A sorter/loader 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 sorter/loader job description:

   Sorter/loader job description example

   Responsible for specialized warehouse tasks in loading, unloading, order pulling, shipping, returns, forklift, fabrication, counter, or may have a generalized role working in all departments.
   Major Tasks, Responsibilities, and Key Accountabilities
   
   * Complete tasks such as loading, unloading, sorting, picking, stocking, staging, fabrication and transportation of goods.
   * Load and unload materials to and from designated storage area, such as racks, shelves, or vehicles. Stack or pile materials, such as lumber, boards, or pallets
   * Install protective devices, such as bracing, padding, or strapping, to prevent shifting or damage to items being transported.
   * Verify computations against physical count of stock.
   * Maintains condition of work area (i.e. free of trash, product in correct location, etc.). Follows company safety policies and procedures and encourages other associates to do the same.
   * Receive and fill orders or sell supplies, materials, and products to installers and subcontractors.
   * May drive truck to pick up incoming stock or deliver materials to designated locations or operate forklift or other machinery in order to complete tasks.
   * Performs other duties as assigned.
   
   Nature and Scope
   
   * Selects correct processes from clearly prescribed rules, past practices, or instruction. Seeks advice and guidance on non-routine or problem areas from supervisor. Deviations from the norm are cleared by the supervisor.
   * Under close supervision, exercises limited latitude/independent judgment. Work typically involves detailed checks or close review of output by a senior coworker and/or supervisor.
   * None.
   
   Work Environment
   
   * Typically located in a comfortable environment but with regular exposure to factors that may cause noticeable discomfort or a moderate risk of accident or illness, such as temperature extremes, moving machinery, loud noises, and fumes.
   * Ability to lift and carry up to 50 pounds in a physical environment. Ability to stand for periods of time up to and exceeding 60 minutes. Ability to make repetitive movements, such as using a 10-key or calculator, bending, or squatting.
   * Typically requires overnight travel less than 10% of the time.
   
   Education and Experience
   
   * HS Diploma or GED strongly preferred. 0-2 years of experience in area of responsibility.

   Copy this example

   

5. Post your job

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

6. Interview candidates

   Recruiting sorter/loaders 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.

   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 sorter/loader

   Once you have selected a candidate for the sorter/loader position, it is time to create an offer letter. In addition to salary, the offer letter should include details about benefits and perks that are available to the employee. Ensuring your offer is competitive is vital, as qualified candidates may be considering other job opportunities. The candidate may wish to negotiate the terms of the offer, and it is important to be open to discussion and reach a mutually beneficial agreement. After the offer has been accepted, it is a good idea to formalize the 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.

   To prepare for the new sorter/loader first day, you should share an onboarding schedule with them that covers their first period on the job. You should also quickly complete any necessary paperwork, such as employee action forms and onboarding documents like I-9, benefits enrollment, and federal and state tax forms. Finally, Human Resources must ensure a new employee file is created for internal record keeping.

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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