Growing a business is all about getting the right employees on board. This means having the right people in the right positions, all focused on the business objectives that you have carefully set in place. Many business owners will never grow their business beyond the income of a single person – because they see their first hire as too great a hurdle to overcome. Here, we step you through the process to help you achieve hiring success, the first time.
1. Define the role
Build a clear understanding of the role you are looking to fill and the duties involved. If you already have existing employees, this may involve a planning session with the person your new employee will report to or work with. An organisational chart can be a useful tool to step you through this process.
Some questions to consider are:
- What tasks and responsibilities will be assigned to the new employee?
- What skills and expertise will they need, both technical and interpersonal?
- Do they need particular qualifications or experience?
2. Define your needs
Decide on the type of employment that best suits the role, such as full-time, part-time or casual and work out the hours needed per week. From there, decide whether you will hire on a casual, permanent or contract basis.
3. Get the ad just right
Part of finding the ideal candidate is making sure they’re well suited to your organisation. Make sure the role description, which will form the basis of the advertisement, is clear and detailed. We recommend the following information:
- Job Title
- Job Type
- Main duties/Responsibilities
- Performance Goals.
4. Put it out there
Where to advertise for the role depends on your industry and the type of position you need to fill. Your options include online job sites, business contacts and recruitment agencies. The ad should also outline salary information and the benefits of working for your organisation. Make sure you add a closing date for applications.
5. Question time
Upon receiving all applications, review them and generate a short list of applicants to be interviewed. The interview process can be as formal or informal as you like, but avoid asking intrusive questions that may be seen as inappropriate or discriminatory.
Remember, it’s also good business practice (and good manners) to communicate promptly with unsuccessful applicants – good communication reflects positively on your organisation. Have a professional, polite and considerate letter ready to post as soon as you have created your applicant short list.
6. Congratulations, you’ve got the job!
Once you’ve made your decision, contact the successful applicant to offer them the role. It’s a good idea to follow this up in writing with a letter of offer, to help your new employee understand their conditions of employment, including any relevant probationary period.
Some other useful documents to include are:
- A copy of the Fair Work Information Statement (this must be given to every new employee when they start work)
- Copies of any relevant company policies such as a code of conduct, uniform or social media policies
- Any forms you need completed, such as a tax file number declaration and superannuation fund nomination.
7. First impressions count
On or before your employee’s first day, make time for a thorough induction, including:
- A tour of the workplace and introductions to other employees
- Overview of the business
- Details of their role and responsibilities
- An explanation of policies and procedures, including hours of operation, dress code and payroll
- Overview of workplace health and safety protocols, including fire and evacuation procedures.
Well done! You’ve taken all the necessary steps to get the right person into the role. So, what happens next? Making sure your new employee performs the way you need and expect requires planning and strategy. In our next blog post, we cover how to best manage the valued employees in your organisation.
If you’d like to talk to us about how we can add value to your business, contact Mike or Cathy at Quantum Financial Group on 03 9799 3832.