How to hire a stockkeeper

How to hire a stockkeeper, step by step

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

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

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1. Identify your hiring needs

   Before you start hiring a stockkeeper, 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 stockkeeper 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 stockkeeper that fits the bill.

   Here's a comparison of stockkeeper salaries for various roles:

   Type of Stockkeeper	Description	Hourly rate
   Stockkeeper	Material recording clerks track product information in order to keep businesses and supply chains on schedule. They ensure proper scheduling, recordkeeping, and inventory control.	$12-21
   Warehouse Technician	A warehouse technician is responsible for monitoring the incoming and outgoing goods and services in the warehouse or distribution centers. Warehouse technicians verify shipment details, assist with packaging items, move merchandise to storage areas, inspect the quality of items for release, and escalate defective products for immediate replacement... Show more	$13-20
   Supply Technician	In a warehouse setting, a supply technician is responsible for handling all the incoming and outgoing products, ensuring accuracy in inventory and logistics. Most of the time, they are in charge of maintaining and keeping records, loading and unloading shipments and deliveries, verifying invoices, and processing documents... Show more	$12-24

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Hazardous Materials
   • Inventory System
   • Customer Orders
   • Customer Service

   Responsibilities:

   • Task with establishing system development priorities and responsible for the development of the overall organization/component logistics system management.
   • Perform production audits, measure and report performance ratings, and strengthen proper ISO procedure communication.

3. Make a budget

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

   • Location. For example, stockkeepers' average salary in louisiana is 31% less than in idaho.
   • Seniority. Entry-level stockkeepers earn 42% less than senior-level stockkeepers.
   • Certifications. A stockkeeper 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 stockkeeper's salary.

   Average stockkeeper salary

   $16.83hourly

   $34,998 yearly

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   Entry-level stockkeeper salary

   $26,000 yearly salary

   Updated December 16, 2025

4. Writing a stockkeeper job description

   A job description for a stockkeeper role includes a summary of the job's main responsibilities, required skills, and preferred background experience. Including a salary range can also go a long way in attracting more candidates to apply, and showing the first name of the hiring manager can also make applicants more comfortable. As an example, here's a stockkeeper job description:

   Stockkeeper job description example

   Why Join Altec?
   
   If you're considering a career with Altec, Inc., there's never been a better time to join us! Our Company was founded based upon values that place the customer first, and view people as our greatest strength. Altec has continued to grow, utilizing the same basic values, and over the years, those values have helped us to earn the trust and confidence of our customers worldwide. We remain committed to total customer satisfaction in everything we do. That's why today, Altec is an innovative, financially sound company that is setting the standard of excellence in design, manufacturing and service; and that's why you can rely on us to provide you with the stability of a well managed company.
   
   Our Company:
   
   Altec Inc., founded in 1929, is a privately held company headquartered in Birmingham, Alabama.
   
   Altec specializes in the manufacture, sale and service of aerial devices, digger derricks, cranes and specialty equipment for the electric utility, telecommunications, tree care, construction, and light and sign maintenance industries in more than 120 countries.
   
   At Altec, advanced technology efforts are aimed, without exception, at helping customers work "Safer and Smarter." Altec invests more resources than any other manufacturer in the advancement of safety, reliability, uptime and low cost of ownership.
   
   Our Values Sustain Our Vision:
   
   Altec continues to pursue a singular vision: To be recognized by customers as the preferred supplier of products, services and solutions in all markets we serve. Our values sustain that vision, our goals build upon it and our associates help to achieve it. Altec's values are the cornerstone of our corporate culture and every Altec associate is considered an integral part of Team Altec.
   Our Values (in alphabetical order): Customer First, Enjoyment of Work, Family, Financial Stability, Integrity, People Are Our Greatest Strength, Quality, Spiritual Development, Teamwork.
   
   Benefits
   
   Altec offers a competitive salary that rewards performance and dedication, along with a comprehensive benefits package that includes:
   • Medical, Dental and Prescription Drug Program
   • Retirement 401(k) Program
   • Vacation and Holidays
   • Flexible Spending Accounts
   • Tuition Assistance Program
   • Employee Assistance and Mental Health/Substance Abuse Program
   • Life Insurance, Accidental Death and Dismemberment Insurance
   
   EEO Statement
   
   Altec Industries, Inc. and its affiliates are equal opportunity employers and maintain affirmative action plans to recruit, retain, develop, and promote qualified individuals without unlawful consideration of race, gender, color, religion, sexual orientation, gender identity, national origin, age, disability, citizenship status, veteran status, or any other characteristic protected by federal, state or local law. Altec strives to maintain a work environment free from unlawful discrimination and harassment, where associates are treated with respect and dignity.

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5. Post your job

   There are a few common ways to find stockkeepers 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 stockkeeper job on Zippia to find and recruit stockkeeper candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   To successfully recruit stockkeepers, your first interview needs to engage with candidates to learn about their interest in the role and experience in the field. You can go into more detail about the company, the role, and the responsibilities during follow-up interviews.

   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 stockkeeper

   Once you've found the stockkeeper 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.

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