Amtec Hiring Guides

How to Hire in Tucson

Amtec Hiring Guides

How to Hire in Tucson

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Looking for another position? View other positions we place in Tucson, Arizona.


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The average annual salary for in Arizona was k in 2019. The hourly wage averaged $.

For more detailed compensation information for in Tucson, download our free compensation/salary report below.

Working in Tucson

Do like living and working in Tucson? It’s a quintessential western town with iconic natural scenery and history that make it an interesting and unique place.

Also with mild winter weather and big-city amenities, Tucson has established itself as a destination for resorts, golf, and outdoor recreation in the beautiful Sonoran Desert a wonderland with the magnificent giant saguaro cacti.

Here are some of the other good things reported about Tucson.


    • The University of Arizona, the state’s first public university is a pillar of the Tucson community. With a population of over 20,000 students, the university gives the city a vibrant atmosphere and enhances the city’s diversity and culture.
    • Outdoor adventure is a huge draw for Tucson. Five mountain ranges surrounding the town for hiking, biking, and horseback riding. From an easy stroll along the Rillito riverbed to a rugged climb up to Finger Rock, the Sonoran Desert is a huge draw.
    • Tucson’s Urban Loop, bike-friendly streets, and awesome off-road trails make it a top cycling destination.
    • Clear skies and high mountains make the town perfect for stargazing, and you can do that at some of the world’s most-respected observatories.
    • Lastly, the city claims to be the Mexican food capital of the United States.

On the other hand, some people have a few complaints.


    • It’s hot! In the summer months, the temp is often higher than 105 degrees.
    • It’s a car require kind of town. There’s very little transit, and the roads, meaning cross-town traffic and gridlock, are terrible according to some.
    • Some say wages and salaries are depressed here and not rising at the same rate as the cost of living.

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Demand for in Tucson

Demand for in Tucson

The supply of candidates and demand for open positions have a direct correlation to a company's ability to hire. Download a free Supply and Demand report for in Tucson, Arizona below.

How to Hire the Best

Finding and hiring the best candidates can save you money right away and well into the future.

The costs of making a bad hire are well documented. The cost can run as much as 30% of the employee's first-year earnings according to the US Department of Labor. Bad hires can cost a whopping $240,000 in expenses related to hiring, compensation, and retention per The Undercover Recruiter. 74% of companies who admit they've hired the wrong person for a position lost an average of $14,900 for each bad hire according to CareerBuilder. These statistics support our long-held position that behavioral questions are the best way to get to know your candidates and past behavior is the best indicator of future performance.

Recruiting Best Practices

The information below comes from the best practices Amtec uses for finding the highest quality candidates.

Defining the Position

When defining the role you are creating, we recommend a position profile to fully evaluate the position you are hiring for. You must decide if the engineer can work remotely or must work in Arizona. If working in Tucson is essential, make sure you include that in your job posting so candidates can decide how many miles they can commute.

How to Source the Best Candidates

When you are looking to source the best quality candidates for your open positions, make sure you have done the legwork to hire an "A Player". You can do this by making sure your company's perspective is aligned with the current market, you have taken into account the job responsibilities, as well as what type of characteristics you are looking for to fit your company culture. Then proceed to write a job posting to attract high-quality candidates.

Characteristics of

How to Screen Candidates

You wrote a job posting, posted the position online, and received a lot more resumes than you’d bargained for! Next comes the enormous task of sorting through those resumes to eliminate the ones that are clearly not a good fit. Now, you have a stack of resumes for candidates who have potential. So how do you go about screening the remaining candidates?

It starts on the phone! As a recruiter, the goal of your telephone screening is to learn more about your candidates. You can confirm that they have the educational qualifications and relevant experience, but you also need to determine if they would fit into your company's culture. To make this job easier, use a system to consistently evaluate results. This way you can equally and objectively compare candidates and evaluate their "soft skills", like communication and thinking process. Download Amtec's Professional Assessment Questionnaire below to help with screening candidates.

Free Professional Assessment Questionnaire

An individually customized questionnaire that helps assess a candidate's competence with written communication skills, thinking processes, and other relevant skills.

How to Interview Candidates

At Amtec, we believe in the power of behavoral interview questions to go beyond the experience and skills listed on the candidate's resume. Although you will want to confirm in the interview that the candidate does indeed have the experience listed on their resume, your assessment needs to go much deeper than that. An interview using behavioral questions can help you determine how well the candidate will fit with your company culture.

Download Amtec's best practices on conducting super effective interviews to find the best candidates and fill your open jobs.

Behavioral Interview Guide

Get the info you need to hire the best

Free Interview Guide