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Assistant Supervisor Job Description

How to Hire an Assistant Supervisor

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Assistant Supervisor Job Description

Assistant Supervisors liaise between Senior Supervisors and other company employees. Their duties include performing administrative tasks, documenting procedures, and hiring and training staff and they are also manage and monitor staff.

We are actively recruiting for a dedicated and knowledgeable Assistant Supervisor to report to our Senior Supervisor. Working as an Assistant Supervisor, your duties will include recruiting new employees and conducting training sessions, monitoring job performance metrics, and relaying productivity concerns to the Supervisor.

To deliver results as an Assistant Supervisor, you should exhibit extensive experience in optimising the job performance of employees under the supervision of a Senior Supervisor.

Suitable Assistant Supervisors are experts in training and motivating employees toward achieving a company’s goals.

Assistant Supervisor Duties and Responsibilities

  • 2+years’ experience in a Assistant Supervisor role or similar.
  • Ability to create candidate hiring profiles and to appoint suitable staff.
  • Extensive experience in compiling training materials and facilitating training.
  • Ability to enhance business knowledge amongst company employees.
  • Experience in liaising between management and employees.
  • Exceptional ability to motivate employees and foster teamwork.
  • Proficiency in monitoring and reporting job performance metrics.
  • Advanced knowledge of word processing, spreadsheet, and presentation software, including Microsoft Word, Microsoft Excel, and Prezi.
  • Excellent interpersonal and communication skills.
  • Bachelor’s Degree in Business Management, HR Management, or similar.

Assistant Supervisor Skills and Requirements

  • Report to the Supervisor or other senior managers as required.
  • Liaise between the Supervisor and other employees.
  • Hire and training new employees.
  • Develop training materials and conducting training sessions and workshops.
  • Establish business knowledge and awareness of shared company goals.
  • Monitor both individual and team job performance metrics.
  • Provide staff with technical guidance and assistance.
  • Relay productivity concerns to the Supervisor.
  • Prepare job descriptions and work schedules.
  • Assisting with other administrative tasks, when required.
  • 2+years’ experience in a Assistant Supervisor role or similar.
  • Ability to create candidate hiring profiles and to appoint suitable staff.
  • Extensive experience in compiling training materials and facilitating training.
  • Ability to enhance business knowledge amongst company employees.
  • Experience in liaising between management and employees.
  • Exceptional ability to motivate employees and foster teamwork.
  • Proficiency in monitoring and reporting job performance metrics.
  • Advanced knowledge of word processing, spreadsheet, and presentation software, including Microsoft Word, Microsoft Excel, and Prezi.
  • Excellent interpersonal and communication skills.
  • Bachelor’s Degree in Business Management, HR Management, or similar.

Personalising Your Assistant Supervisor Job Description Advise

The hiring process and recruiting new employees to fill your key roles requires a degree of personalisation if you are to attract the best employees in a competitive employment market. The right person for a crucial role or more senior roles will likely have other employers targeting them. As your job description will be the first point of contact, you need to nail your pitch and provide the best possible service.

When creating your bespoke description and advert, you should cover and promote these points:

Job title: This should accurately reflect the role and include keywords that top talent might be using to search for jobs.

Job duties: The day to day duties, such as administrative tasks, which vary depending on the company and inform the candidate if they can complete the role.

Technical skills: These are the hard skills required through training, such as proficiency with Microsoft Office.

Soft skills: These include the interpersonal skills and general abilities the right candidates will possess. For example, the competency to prioritise multiple tasks, handle customer queries and customer complaints, work alone, or build a good relationship with coworkers.

The company’s culture: Highlighting your company culture and values ensures employees thrive and find outstanding job satisfaction. Candidates that are not the right fit won’t waste their time completing the application process, meaning you can focus on qualified individuals and hire in a more timely manner.

Career progression: Including the career path will entice candidates looking for career growth. 

Training and development programs: Smaller companies may need employees with previous experience or provide educational assistance over internal training offered by larger organisations with more significant resources. 

Employee benefits: Compensation and benefits often fail to appear in job ads and while you may want to hold your cards close to your chest, failing to include them is a mistake. Consider answering common questions, such as working hours and paid leave. Researching the average salary for the role in these early stages will ensure you don’t waste your interviewer’s and the candidate’s time.

Skill gaps: Your company may need to bring in new skills beyond those required to complete the key role and duties. Thinking on an organisational level can be beneficial when contemplating skills diversity.

Legal requirements: Ensure your job advert and description does not ask for inappropriate or discriminatory personal details, such as age, marital status, or religion.


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