When hiring, it is important to get things right. Getting it wrong can take up a lot of your time and could prove costly to your business. If you do get it right, imagine the results you can achieve, your new employee will prove invaluable.

Here are a few hints and tips to help you find the right person as soon as possible.

1. Firstly, consider if it is the right time to be thinking of hiring

Have you really considered if there is enough work now and expected in the future and if you have the budget to cover the recruitment and ongoing hiring costs?

2. Don’t jump the gun. Take time to consider what you really need and use this to prepare a job description and person specification?

This will force you to be clear on the duties you expect your new recruit to perform and what they can expect from you as their Manager. Is the role you have in mind going to add value to your business and is it realistic? Be clear on the skills and experience the employee will need to bring to the role and don’t forget the personality traits and attitudes you are looking for.

3. Benchmark the salary

This is important to attract the right calibre of the person. After all the hard work of finding them, you want to keep them. Of course, it also needs to be sustainable for your business.

4. Ensure you prepare before you interview

So many business owners wing the interview process and are then surprised when they don’t get the information they need to make an informed decision. Preparation is the key to ensuring you only hire the right candidate and you do not discriminate in the process.

5. It is critical you carry out the relevant employment checks

To avoid a heavy fine and possible prison sentence, make the necessary checks that your potential employee is eligible to work in the UK. Also, make reference checks, even it is just a phone call or email. If it is necessary for the role, check the status of their driver’s licence, credit history and DBS, especially if they will be dealing with children and venerable adults.

6. Issue a contract of employment

Your legal obligation is to give your new employee a contract of employment within 8 weeks of them starting in the role, although it is simpler to deal with this before they start their employment. If necessary, include clauses in your contract that protect your clients, your reputation and your business.

7. Ensure there is a probationary period

This is important for the employee and for you to assess whether they are the right person and whether they joined the right company. To make the probationary period a success, you should give clear and realistic objectives for them to achieve.

8. Prepare a good induction process

The importance of this cannot be emphasised enough, as spending the time to prepare a good induction into the role and the company is essential for an employee to get up and running as soon as possible. A poor induction can leave an employee feeling overwhelmed, confused and bored.

9. Set up a payroll system and pension auto-enrolment

You will need to ensure you submit your payroll with HMRC or outsource to a payroll provider to ensure tax and National Insurance is covered. Check if you have reached your staging date for auto-enrolment and, if so, ensure you comply with government requirements.

10. Form a coaching partnership

Now you have spent time and money finding the right person, the hard work needs to continue in order to retain them and to get the best out of them. This requires that you work to form a coaching partnership with your new employee. Give them regular feedback, develop them by giving them the responsibilities that are right for their level and will stretch them when they are ready. It is proven that empowering employees can be hugely successful for a business.

I hope this will give you an insight into the things you need to consider. Remember, you are not on your own and help is out here when you need it.

If you need advice and support on any HR issue contact Mandy Brearley, MB HR Support on 07766 665 665 or email her at [email protected]