How to hire a staffing supervisor

How to hire a staffing supervisor, step by step

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

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1. Identify your hiring needs

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

   The following list breaks down different types of staffing supervisors and their corresponding salaries.

   Type of Staffing Supervisor	Description	Hourly rate
   Staffing Supervisor		$16-32
   Staffing Coordinator	A staffing coordinator is responsible for assisting the staffing needs of an organization, organizing the hiring process, and monitoring the working schedule of staff to ensure smooth operations. Staffing coordinators often coordinate with recruiting agencies for staffing solutions to fill roles and process onboarding... Show more	$14-29
   Staffing Manager	A staffing manager is responsible for overseeing the overall staffing operations of the company, identifying the staffing needs for each department by coordinating with hiring managers for their requirements and specific instructions for job postings. Staffing managers monitor the performance of the staff, delegating tasks, and ensuring that the recruitment operations adhere to the company's policies and structured guidelines... Show more	$17-34

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Administrative Tasks
   • Performance Reviews
   • EEO
   • Loss Prevention
   • Background Checks
   • Reference Checks
   • Workers Compensation
   • Drug Screens
   • Human Resources
   • Internal Reports
   • Filling Orders
   • I-9
   • Customer Calls
   • Unemployment Claims

   Check all skills

   Responsibilities:

   • Manage travel division nationwide staffing healthcare professionals.
   • Investigate employee claims regarding discrimination, harassment and EEO issues.
   • Handle all aspects of EEO, compensation, and benefits administration.
   • Maintain corporate HRIS system as well as various departmental data bases.
   • Lead on global LinkedIn recruiter seat, job posting and career page implementation.
   • Remain in compliance with legal department as well as obeying the process of I9 comply.

3. Make a budget

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

   • Location. For example, staffing supervisors' average salary in west virginia is 46% less than in hawaii.
   • Seniority. Entry-level staffing supervisors 50% less than senior-level staffing supervisors.
   • Certifications. A staffing 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 staffing supervisor's salary.

   Average staffing supervisor salary

   $48,529yearly

   $23.33 hourly rate

   ---

   Entry-level staffing supervisor salary

   $34,000 yearly salary

   Updated January 22, 2026

4. Writing a staffing supervisor job description

   A good staffing supervisor 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 staffing supervisor job description:

   Staffing supervisor job description example

   * Keep schools and other sites fully staffed by recruiting, employing, and retaining qualified educational instructors, administrators, and support staff.
   
   * Maintain up-to-date campus employee assignment rosters and vacancy lists to ensure a valid budgeted position exists for each selected/recommended candidate to meet department staffing needs.
   * Oversee and assist with the onboarding of new hires and current employees.
   * Hold fall leveling and spring budget meetings with campus administrators; including securing assignments for released personnel.
   * Coordinate and assist with preliminary and final budget meetings; including securing assignments for released personnel.
   * Serve as a liaison between HCM and Executive Leadership and Campus Administrators regarding HCM policies and procedures.
   * Generate and analyze various HCM reports to prepare educated recommendations for stakeholders.
   * Visit campuses and departments throughout the year to become familiar with personnel, the surrounding community, school achievement rankings, and special curriculum to enhance the ability to select and present candidates who will function successfully within each campus/ and or department environment.
   * Train and partner with Hiring Managers to improve hiring best practices and metrics.
   * Attend job fairs to identify potential candidates for open and future positions as well as assist with job fair setup.
   * Bachelor's degree from an accredited university in a directly related field.
   * 3 to 5 years in Direct Human Resources or Related field; 2 plus years in a Supervisory role.
   * Maintain sufficient and up-to-date knowledge of existing and proposed district policy to ensure compliance.
   * Manage cultural change and drive a performance-oriented culture by providing performance management guidance to managers to include coaching, counseling, and career development.
   * Maintain data integrity by keeping Oracle, postings, and Google docs accurate and up to date.
   * Coordinate and assists in various annual activities and ad-hoc projects.
   * Implement accountability to ensure and closely monitor, track and evaluate departmental and individual staff performance on quality, efficiency, and accuracy of staffing.

   Copy this example

   

5. Post your job

   There are various strategies that you can use to find the right staffing 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 staffing supervisor job on Zippia to find and recruit staffing supervisor candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   Recruiting staffing 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 to see if they match your ideal candidate profile. If you think a candidate is good enough for the next step, you 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 staffing supervisor

   Once you've found the staffing supervisor candidate you'd like to hire, it's time to write an offer letter. This should include an explicit job offer that includes the salary and the details of any other perks. Qualified candidates might be looking at multiple positions, so your offer must be competitive if you like the candidate. Also, be prepared for a negotiation stage, as candidates may way want to tweak the details of your initial offer. Once you've settled on these details, you can draft a contract to formalize your agreement.

   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.

   To prepare for the new staffing supervisor 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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