How to hire a sorting supervisor

How to hire a sorting supervisor, step by step

Here's a step-by-step sorting supervisor hiring guide:

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

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1. Identify your hiring needs

   Before you start hiring a sorting supervisor, identify what type of worker you actually need. Certain positions might call for a full-time employee, while others can be done by a part-time worker or contractor.

   Determine employee vs contractor status

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

   Yes

   No

   You should also consider the ideal background you'd like them a sorting supervisor to have before you start to hire. For example, what industry or field would you like them to have experience in, what level of seniority or education does the job require, and how much it'll cost to hire a sorting supervisor that fits the bill.

   This list presents sorting supervisor salaries for various positions.

   Type of Sorting Supervisor	Description	Hourly rate
   Sorting Supervisor		$13-38
   Warehouse Lead	Warehouse leads are responsible for supply chain management in distribution centers. Their duties and responsibilities include supervising employees and evaluating their performance, meeting safety regulations, and monitoring deliveries and shipments... Show more	$12-29
   Distribution Coordinator	A distribution coordinator oversees and coordinates the distribution operations of a warehouse, ensuring products get to their destinations in a timely and accurate manner. They typically set guidelines and objectives, perform assessments and inspections, liaise with internal and external parties, and develop strategies to optimize operations... Show more	$13-22

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Safety Procedures
   • OSHA
   • Safety Policies
   • Pro-Active Communication
   • Safety Training
   • Corporate Policies
   • Regular Evaluations
   • Payroll
   • Hub
   • Hazmat
   • Customer Expectations
   • Safety Regulations
   • Safety Committee
   • Computer Programs

   Check all skills

   Responsibilities:

   • Manage large team of outbound shipping loaders ensuring timely and proper loading of trailers.
   • Maintain certification as a designate responder for hazardous material spills and acceptance auditor for hazardous material shipments.
   • Monitor patients transport tracking system and advance technology for optimal transport service efficiency.

3. Make a budget

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

   • Location. For example, sorting supervisors' average salary in idaho is 44% less than in district of columbia.
   • Seniority. Entry-level sorting supervisors 64% less than senior-level sorting supervisors.
   • Certifications. A sorting supervisor 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 sorting supervisor's salary.

   Average sorting supervisor salary

   $48,265yearly

   $23.20 hourly rate

   ---

   Entry-level sorting supervisor salary

   $29,000 yearly salary

   Updated January 19, 2026

4. Writing a sorting supervisor job description

   A sorting supervisor 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 sorting supervisor job description:

   Sorting supervisor job description example

   This management position involves directly supervising seven to ten part-time Package Handlers. Part-Time Supervisors train, develop, and hold their workgroups responsible for safety, production and attendance. The Part-Time Operations Supervisor impacts the organization by contributing to the continued growth and profitability of UPS by maintaining the highest standards for account productivity, accuracy, customer service, organization, communication, cooperation, and safety. The Part-Time Operations Supervisor provides innovative and effective leadership and cultivates a functional working relationship with all levels of personnel throughout the organization.
   
   Part-Time Supervisors generally work a 5 day work week at 5 1/2 hours a day, with a guarantee of 27 1/2 hours a week. Medical, Dental, Vision, Life, and legal benefits are offered to employees and their eligible dependents. Additional benefits include educational assistance, 401K, discounted stock, and paid vacations/holidays.
   
   Please note that these opportunities are part-time only.
   
   **The Part-Time Operations Supervisor responsibilities may include but are not limited to the following:**
   Meet or exceed all established standards for accuracy and productivity.
   
   + Management of department resources to ensure maximum output, accuracy, and efficiency at all times. Ensure that all department and/or corporate policies and procedures are communicated, understood, and adhered to.
   
   + Establish and promote a positive, team-oriented work environment emphasizing employee involvement, pro-active communication, inter-departmental cooperation, and continual improvement on all levels.
   
   + Implement employee personal development plans as required to ensure the continuing professional growth of department personnel.
   
   + Ensure that all department employees receive specific and detailed orientation, skills and safety training, appropriate materials and information, regular evaluations, and pro-active coaching to support their continued development.
   
   + Establish and maintain an aggressive cross-training program within the department to promote development, enhance flexibility, and ensure backup coverage of vital functions and processes.
   
   + Function as an effective liaison and advocate on all levels to ensure that employee, department, and corporate needs are addressed in a timely and productive manner.
   
   + Responsible to ensure that all employees adhere to safety policies and procedures at all times, operating in full compliance with department, station, corporate and OSHA requirements.
   
   UPS is an equal opportunity employer. UPS does not discriminate on the basis of race/color/religion/sex/national origin/veteran/disability/age/sexual orientation/gender identity or any other characteristic protected by law
   
   **Company:** UNITED PARCEL SERVICE
   
   **Category:** Operations
   
   
   **Location:** Manteca,California

   Copy this example

   

5. Post your job

   There are various strategies that you can use to find the right sorting supervisor for your business:

   • Consider promoting from within or recruiting from your existing workforce.
   • Ask for referrals from friends, family members, and current employees.
   • Attend job fairs at local colleges to find candidates who meet your education requirements.
   • Use social media platforms like LinkedIn, Facebook, and Twitter to reach potential job candidates.

   Post your job online:

   • Post your sorting supervisor job on Zippia to find and recruit sorting supervisor candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   Recruiting sorting supervisors 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 sorting supervisor

   Once you've selected the best sorting supervisor 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.

   To prepare for the new employee's start date, you can create an onboarding schedule and complete any necessary paperwork, such as employee action forms and onboarding documents like I-9 forms, benefits enrollment, and federal and state tax forms. Human Resources should also ensure that a new employee file is 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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