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Crane Operator Job Description

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Crane Operator Job Description

We are recruiting for a Crane Operator who will responsible for operating various types of cranes, from stationary to traveling overhead cranes, and truck cranes. As Crane Operator your responsibilities will include knowledge of lever and pedal control, driving cranes to the worksite, setting up the manufacturer’s operator’s manual, inspecting the crane for safety daily, and operating the crane under general supervision. You should be able to lift and lower materials with precision, and transport heavy equipment to worksites.

To succeed as a Crane Operator, you should operate cranes efficiently, take complete charge of all safety, clean and maintain the hoisting mechanisms, and handle the process of job billing. Ultimately, a top-notch Crane Operator should set and maintain a standard of accuracy, be able to work in extreme weather conditions, and operate the crane according to verbal, written or signal instruction.

Crane Operator Responsibilities

  • Minimum of 4 years’ industry experience.
  • Proficient in oral and written communication skills.
  • Pass drug test, background, and medical check.
  • Daily and monthly equipment inspections.

Crane Operator Requirements

  • Operate the crane under supervision.
  • Inspect the crane to ensure its safety.
  • Perform routine maintenance.
  • Carry tools for running repairs.
  • Understand and execute the job billing process.
  • Drive the crane to a worksite.
  • Clean and maintain the crane hoisting mechanism.
  • Using lever and pedal controls efficiently.
  • Setting up the manufacturer’s operator manual.
  • Minimum of 4 years’ industry experience.
  • Proficient in oral and written communication skills.
  • Pass drug test, background, and medical check.
  • Daily and monthly equipment inspections.

Personalising Your Crane Operator 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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