Wednesday, October 30, 2013

You’re Hired - Considerations When Taking On Your First Staff

Taking on your first staff can be tricky, especially when it’s a totally new process you’re not used to.

When taking on your first staff there a few things you need before you go searching for employees. These things are:
  • You need to decide how much you are going to pay the employee. Bear in mind that you must pay the employee at least the National Minimum wage
  • You need to make sure that you are insured as employer. You will need Employers’ liability insurance
  • If required, you may need to apply for a DBS check (formerly CRB)
When you’re looking at employee candidates, it’s important to take the following into account:
  • Does the candidate have the legal right to work in the UK?
  • Does the candidate have a disability or condition that may impact work?
  • Does the candidate have a criminal record?
It is important to make it clear what the job entails and then advertise it. You can advertise it a number of different ways; for example, you could consider a free listing on a jobseekers website or you could seek out industry specific sites. You could also utilise HR software such as oneHR, which will help you to manage the recruitment process, from placing the initial advert to making an offer of employment.

Create a list of specifications that would be required by the candidate, and make sure these are clear in the job advertisement. Include such things as minimum qualifications needed or even certain personal traits that you think would make a candidate perfect for the role. Making a clear list of specifications makes it a lot easier to look through CVs and see which candidates are well suited to the role and which aren't.

The next stage is interviewing, this gives you a chance to see the person behind the CV and to see if they live up to their life on paper. It would be helpful to know what you’re going to ask the candidates before the date of the interview, writing a list of relevant questions will help keep the interviews consistent and fair. That being said, it’s fine to ask a few more challenging questions to candidates who you think are up to the task.

Give yourself a few days to mull over your decision and to really review the candidates. Taking notes during the interview process will really help at this stage.

Once you've settled on a candidate, it might be wise to have them come in on a trial. A week or so should let you see whether or not the candidate is the correct one for the job. If things don’t work out, you can agree with the employee for the employment to end after the week is through.

It is important to note that a contract of employment exists as soon as the candidate accepts your job offer, so you can’t be going back on your word. This is why it is incredibly important that you make the right decision when selecting a candidate.

You are also legally obliged to give your new employee a written statement of employment. This should include all the terms and conditions of their job role including hour, salary and holidays.

To conclude, when employing your first staff, being prepared is vital. You allow yourself to be one step ahead of the game and you will make the whole process a great deal easier for yourself, and also for potential candidates.

Have you ran into any issues when hiring your first staff? How did you handle the process the first time around? Let us know in the comments below or tweet s us @HPC_HRservices.

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