How to hire a stock receiver

How to hire a stock receiver, step by step

Here's a step-by-step stock receiver hiring guide:

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

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1. Identify your hiring needs

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

   Type of Stock Receiver	Description	Hourly rate
   Stock Receiver	Material recording clerks track product information in order to keep businesses and supply chains on schedule. They ensure proper scheduling, recordkeeping, and inventory control.	$11-17
   Merchandiser	Merchandisers are employees working for a retail company. Merchandisers are mainly responsible for the store's products... Show more	$11-18
   Merchandise Stocker	A merchandise stocker is an employee who ensures that shelves and aisles are stocked with the merchandise in retail stores or warehouses. Merchandise stockers must receive the goods, unload or unpack them, mark them with codes to be identified, and stock them on shelves... Show more	$11-16

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Hazardous Materials
   • Sales Floor
   • Order Pickers
   • Basic Math
   • Pallets
   • Cleanliness
   • Store Equipment
   • Math
   • Safety Procedures
   • Stock Product
   • Customer Service
   • Delivery Truck
   • Stock Merchandise
   • Electric Pallet Jack

   Check all skills

   Responsibilities:

   • Manage the work area for all OSHA compliance and facility safety during schedule shift.
   • Demonstrate adherence to the company's safety procedures as well as OSHA procedures
   • Bag groceries, clean and mop floors, keep parking lot clean and return carts.
   • Stow pallet systematically using RF scanner.
   • Stock incoming shipments of groceries on shelves/unload trucks
   • Scan merchandise into inventory using an RF scanner to maintain accuracy as receiving manager.

3. Make a budget

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

   • Location. For example, stock receivers' average salary in tennessee is 34% less than in california.
   • Seniority. Entry-level stock receivers earn 36% less than senior-level stock receivers.
   • Certifications. A stock receiver 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 stock receiver's salary.

   Average stock receiver salary

   $14.24hourly

   $29,609 yearly

   ---

   Entry-level stock receiver salary

   $23,000 yearly salary

   Updated December 16, 2025

4. Writing a stock receiver job description

   A stock receiver 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 stock receiver job description:

   Stock receiver job description example

   Major Responsibilities:
   
   Implements processes and procedures for supply/equipment evaluation and acquisition for Surgical Services.
   In collaboration with CPD staff, implements complete case cart processes, policies, and procedures.
   Participates in meeting cost reduction goals of LGH/Advocate.
   Works in collaboration with clinical coordinators, support staff, team leaders, surgical specialists, clinical managers, and physicians in providing Materials Management services.
   Utilizes guest relations techniques with members of the healthcare team and sales representatives
   Knowledge, Skills & Abilities Required:
   
   Basic PC skills. Ability to communicate, both verbal and written.
   Physical Requirements and Working Conditions:
   
   Ability to work in fast-paced environment with time constraints. Ability to lift heavy objects (up to and over 50 lbs.) (heavy). Ability to meet flexible work hours.
   Ability to lift up to 35 pounds without assistance. For patient lifts of over 35 pounds, or when patient is unable to assist with the lift, patient handling equipment is expected to be used, with at least one other associate, when available. Unique patient lifting/movement situations will be assessed on a case-by-case basis.

   Company DescriptionPrideOne, a division of Pride Global, is a global minority-certified managed service provider (MSP) of customized and flexible solutions that help companies manage a contingent workforce in an efficient, cost-effective manner. PrideOne understands the current economic and regulatory landscape when it comes to employment. Our subject matter experts and staffing specialists will work with hiring and procurement decision makers to assess the current state of your contingent workforce to create a tailored MSP Program, including a Vendor Management Solution (VMS) and Payroll and Passthrough Program, and to ensure your worker classifications comply with current FLSA regulations. Pride Global was founded in 1983 as an IT service provider to financial institutions and over the years has expanded to include a diverse array of services including vendor management, payroll programs, business process optimization, attorney and leadership development, and staffing for both direct hire and contingent labor solutions. Pride Global, an integrated human capital solutions and advisory firm, has been recognized by Crain’s New York and Inc. 5000 as one of the fastest-growing firms in our industry.

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5. Post your job

   There are a few common ways to find stock receivers 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.

   Post your job online:

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

6. Interview candidates

   During your first interview to recruit stock receivers, 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 stock receiver

   Once you've decided on a perfect stock receiver candidate, it's time to write an offer letter. In addition to salary, it should include benefits and perks available to the employee. Qualified candidates may be considered for other positions, so make sure your offer is competitive. Candidates may wish to negotiate. Once you've settled on the details, formalize your 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.

   After that, you can create an onboarding schedule for a new stock receiver. 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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