Hiring new employees can be a difficult process, especially for small business owners, who may not recruit new employees very often. There are certain legal requirements that need to be followed, but choosing the right person for your business goes beyond this. The following are some of the things that you should consider before hiring any new staff.
Types of Employment
Before hiring staff, it is important for any business owner to consider the structure of the business in order to decide on the type of employee that they need.
A permanent staff member may be the default solution for most employers, however having the right mix of employment types assists to ensure that day-to-day business needs are met while ensuring that the business has the capacity to increase output during peak times.
- Fixed-term Employee: A ﬁxed-term, or temporary, employee is one who will end his/her employment on a speciﬁc time or date.
- Seasonal Employee: A type of ﬁxed-term employee where their employment comes to an end at the end of, for example, a season.
- Casual Employee: A casual employee works on an irregular basis, with no expectation of ongoing work. There are, however, a lot of questions surrounding casual employees.
It is good to do some introspection before advertising for a position. Identify your company’s needs, the job speciﬁcations and the overall cultural ﬁt you’re seeking. You will also need to identify whether you are looking for a highly skilled employee, junior, apprentice or trainee.
Below are the details you should include in your ad:
- Job title
- Reporting procedure
- How to apply
- Location of the job
- Duties and responsibilities
You may also include pay and beneﬁts, skills required, experience and qualiﬁcation, and an application deadline.
The Interview Process
Be certain of your company values before heading into any interview and keep these front of mind when speaking to applicants.
Plan your interview questions in advance and take the time to review the candidate’s CV so you can ask speciﬁc and relevant questions. It is a good idea to ask both skills-based questions and behavioural questions.
Always end the interview by asking the candidate whether they have any questions about the role or the company. This gives them the opportunity to clear up any misunderstandings and to give the candidate a clearer picture of the role.
If the candidate is a good ﬁt, and you decide to offer them the position, it is essential to have a thorough contract.
Please be aware that hiring employees may affect the risk management strategies and insurance needs of your business. If you’re considering hiring new employees, get in touch with your insurance advisor for more information.
Conditions apply for each policy and the information expected from you for a policy to trigger. Coverage may differ based on specific clauses in individual policies. Please ask your broker to explain the additional benefits and exclusions pertaining to your policy.
The information provided is general advice only and does not take account of your personal circumstances or needs. Please refer to our financial services guide which contains details of our services and how we are remunerated.