How to hire a steamer

How to hire a steamer, step by step

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

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

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1. Identify your hiring needs

   First, determine the employments status of the steamer you need to hire. Certain steamer roles might require a full-time employee, whereas others can be done by part-time workers or contractors.

   Determine employee vs contractor status

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

   Yes

   No

   Hiring the perfect steamer also involves considering the ideal background you'd like them to have. Depending on what industry or field they have experience in, they'll bring different skills to the job. It's also important to consider what levels of seniority and education the job requires and what kind of salary such a candidate would likely demand.

   This list shows salaries for various types of steamers.

   Type of Steamer	Description	Hourly rate
   Steamer	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.	$9-12

2. Create an ideal candidate profile

   Common skills:

   • Customer Service
   • Steamers
   • Prep Food
   • Food Orders
   • Assembly Line

   Responsibilities:

   • Clean steamers, dishes, mop, knives.
   • Handle registers including drive-thru window orders & maintain efficient time management.
   • Start out food running, promote to head expo which include line duties, and finally promote to server

3. Make a budget

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

   • Location. For example, steamers' average salary in louisiana is 33% less than in district of columbia.
   • Seniority. Entry-level steamers earn 23% less than senior-level steamers.
   • Certifications. A steamer 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 steamer's salary.

   Average steamer salary

   $11.30hourly

   $23,503 yearly

   ---

   Entry-level steamer salary

   $20,000 yearly salary

   Updated December 18, 2025

4. Writing a steamer job description

   A steamer 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 steamer job description:

   Steamer job description example

   Imagine...working for a company that knows that its people are the key to its success in the marketplace. A company in which achieving extraordinary results and having a stimulating work experience are part of the same process.
   
   We cultivate and embrace a diverse employee population. We recognize that people with diverse backgrounds, experiences and perspectives fuel our growth and enrich our global culture.
   
   We are looking for an individual who enjoys working in a fast-paced, team oriented environment, likes to be challenged, and values the opportunity to make a difference.
   
   Cleaning production tools and mixing equipment in Steam Room. Night shift, Monday through Friday, 9:30 pm to 1:30 am (can be flexible with that start time.)
   PRIMARY RESPONSIBILITIES:
   
   Main duties include: perform washing tools and equipment brought from the food production lines to the Steam Rooms and cleaning equipment during shift changeovers. Additionally, this individual will be assigned duties which include general janitorial tasks such as mopping, sweeping, filling soap and paper towel dispensers, operating auto floor scrubbers throughout the facility and other tasks as assigned by supervision.
   
   Must comply with Good Manufacturing Practices, chemical dilution and mixing procedures, appropriate wearing of Personal Protective Equipment, follow lockout tag out procedures and pass all required training for the position within 3 months of hire date. Must comply with all safety and quality good manufacturing practices guidelines.
   
   MINIMUM EDUCATION REQUIRED:
   
   High School Diploma or GED and/or 1-year production experience in a manufacturing environment required.
   
   EXPERIENCE PREFERRED (NOT REQUIRED):
   
   Experience with cleaning or sanitation tasks preferred.
   
   OTHER MINIMUM REQUIREMENTS NEEDED:
   
   Ability to grip/grasp pressure cleaning hoses, maneuver equipment to cleaning room, stand/walk during all the four-hour shift.
   
   The Company is committed to providing equal opportunity for employees and applicants in all aspects of the employment relationship, without regard to race, color, sex, sexual orientation, gender identity, national origin, citizenship, marital status, veteran status, disability, age, religion or any other classification protected by law.
   
   In that regard, U.S. applicants and employees are protected from discrimination based on certain categories protected by Federal law. Click here for additional information.

   Copy this example

   

5. Post your job

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

6. Interview candidates

   Your first interview with steamer candidates should focus on their interest in the role and background experience. As the hiring process goes on, you can learn more about how they'd fit into the company culture in later rounds of interviews.

   You should also ask about candidates' unique skills and talents to see if they match the ideal candidate profile you developed earlier. Candidates good enough for the next step can complete 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 steamer

   Once you've found the steamer 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 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.

   Once that's done, you can draft an onboarding schedule for the new steamer. Human Resources should complete Employee Action Forms and ensure that onboarding paperwork is completed, including I-9s, benefits enrollment, federal and state tax forms, etc. They should also ensure that new employee files are created for internal recordkeeping.

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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