How to hire a workforce services supervisor

How to hire a workforce services supervisor, step by step

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

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1. Identify your hiring needs

   Before you start hiring a workforce services 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

   A workforce services supervisor's background is also an important factor in determining whether they'll be a good fit for the position. For example, workforce services 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.

   This list presents workforce services supervisor salaries for various positions.

   Type of Workforce Services Supervisor	Description	Hourly rate
   Workforce Services Supervisor		$17-43
   Regional Supervisor	The regional supervisor determines the operational practices of all stores in the area, making sure each runs smoothly, cleanly, complies with marketing and sales campaigns, and meets budget and sales goals. They run operations in a certain area and make sure that all activities and workers are working to achieve targets... Show more	$19-44
   Managing Supervisor	A managing supervisor is a professional who is responsible for managing staff members and providing reports about their progress and development in the organization. Managing supervisors must represent the company to the external parties and should exhibit excellent leadership... Show more	$25-56

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Customer Care
   • IEX
   • Center Management
   • Employment Services
   • Business Model
   • Time Monitoring
   • HR
   • Investment ACT
   • Labor Market
   • Performance Management

   Responsibilities:

   • Manage Sarbanes-Oxley application compliance requirements.
   • Collaborate with management to assess the business needs, prioritize and submit state Medicaid applications with credentialing documentation.
   • Manage Sarbanes-Oxley application compliance requirements.

3. Make a budget

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

   • Location. For example, workforce services supervisors' average salary in mississippi is 44% less than in rhode island.
   • Seniority. Entry-level workforce services supervisors 59% less than senior-level workforce services supervisors.
   • Certifications. A workforce services 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 workforce services supervisor's salary.

   Average workforce services supervisor salary

   $58,513yearly

   $28.13 hourly rate

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   Entry-level workforce services supervisor salary

   $37,000 yearly salary

   Updated January 13, 2026

4. Writing a workforce services supervisor job description

   A good workforce services 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 workforce services supervisor job description:

   Workforce services supervisor job description example

   At Extra Space Storage, if it matters to you, it matters to us! It is an exciting time to be at Extra Space Storage! We got our start in 1977. Today we are a New York Stock Exchange-traded company leading the self-storage industry in more ways than one. But to maintain this lead, we need exceptionally motivated, capable, and driven people like you. We offer a fast-paced collaborative environment where each of us directly contributes to the company's success. Come join us and find out why so many of our employees recommend us as a great place to work.
   
   We are looking for a Workforce Supervisor to assist in supporting our National Solutions Center (NSC), which is the customer contact center at Extra Space. This position will be responsible for helping manage and support the Workforce Administrators and their role on the day-to-day operation of the NSC. This position requires the ability to demonstrate excellent communication skills with all levels of the organization.
   Requirements
   
   * 2 years of call center experience
   * 2 years or more of leadership experience, including managing direct reports
   * Availability on weekends (works on some weekends)
   * Previous Workforce Management experience preferred
   * Previous experience in use/configuration of a Workforce Management platform (Aspect/Alvaria preferred)
   * Strong knowledge of MS Office software
   * Demonstrated analytical and communication skills
   * Ability to independently prioritize tasks and job duties as needed
   * Ability to delegate
   
   Responsibilities
   
   * Supervise a team of Workforce Administrators managing Real Time call volume and staffing needs
   * Coach and train employees, both initially and ongoing, and provides feedback for continual improvement.
   * Ensuring Service Level Agreement goals are being achieved daily
   * Ensuring Workforce Administrators are completing their day-to-day duties
   * Assists in onboarding new hires
   * Supervises and oversees day-to-day operations
   * Manage and delegate real time adjustments to scheduling, adjusting staffing coverage (extra hours or unpaid time off), and other related projects
   * Manage multiple Microsoft Teams channels
   * Communicate with agents, supervisors, center leaders through multiple platforms
   * Resolves personnel issues and escalates to proper administration as needed
   * Assists with special projects and other duties as needed
   * Manages and approves Workforce Administrator payroll.
   
   If you are a current Extra Space employee, please apply through the "Find Internal Career Openings" in Workday.
   
   We are an equal opportunity employer and value diversity at our company. We do not discriminate on the basis of race, religion, color, national origin, gender, sexual orientation, age, marital status, veteran status, or disability status.

   Copy this example

   

5. Post your job

   To find the right workforce services supervisor for your business, consider trying out a few different recruiting strategies:

   • Consider internal talent. One of the most important sources of talent for any company is its existing workforce.
   • Ask for referrals. Reach out to friends, family members, and current employees and ask if they know or have worked with workforce services supervisors they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit workforce services supervisors who meet your education requirements.
   • Social media platforms. LinkedIn, Facebook and Twitter now have more than 3.5 billion users, and you can use social media to reach potential job candidates.

   Post your job online:

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

6. Interview candidates

   Recruiting workforce services 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 workforce services supervisor

   Once you've selected the best workforce services 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.

   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.

   To prepare for the new workforce services 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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