How to hire staff

by Justin Weinger on July 25, 2013

If you are looking to expand your business by taking on staff, you may find the following top tips useful:

1.    make sure that your need is real.  Sometimes throwing additional people at a business or a problem might not be as effective as thinking outside of the box in terms of alternative solutions; 

2.    be sure that you understand all of the taxation and NI contribution issues associated with being an employer;

3.    have a financial plan in place for the recruitment and employment.  Make sure that you have sufficient financial reserves to cover at least an initial period of their salary and related costs.  You may wish to approach your bank or companies such as https://www.wongaforbusiness.com/ for help in such funding;

4.    think through the required attributes of the person you need.  Stipulate these clearly in advertisements and make sure that you are clear as to how you will ascertain whether or not an applicant actually has them;

5.    be aware that if you advertise widely, you may be inundated with an unmanageable number of applications.  Instead, try to advertise in locations that are very specific to your business;

6.    get advice on interviewing techniques.  If you are inexperienced in this domain, it is easy to make major mistakes when interviewing and that might prove to be expensive for you in the longer term;

7.    always make a point of interviewing people with someone else present.  This will allow you to get what is called triangulation on the applicant and will help concentrate on their true capabilities – reducing the risks of being overly influenced by whether you like them or find them attractive etc.;

8.    thoroughly check references and qualifications.  Unfortunately, it is not unknown for people to both lie and perpetrate fraud in order to secure a position;

9.    read up on the legal implications of recruitment.  For example, if you make anything that can be construed as a verbal job offer during an interview, it may be legally binding on you.  Even if you have not confirmed in writing, you may be obliged to pay the applicant a notice period payment in the event you change your mind.

However good you are at interviewing, it is possible to make mistakes. So, make sure you offer a position on some form of initial trial basis so you and the applicant can get to know each other. 

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