Call Now
  1. Home
  2. Blog
  3. Hiring tips for small business owners

Hiring Tips for Small Business Owners

Published January 24, 2019 (last updated on May 15, 2024) | Adam Wyatt - Copywriter and Content Creator


Hiring new employees can be a tricky process, especially for small business owners, who may not recruit new employees all that regularly. There are certain legal requirements that need to be followed, but selecting the right person goes beyond this.

Types of Employment

Before hiring staff, it is important for any business owner to consider the structure of the business and only then decide on the type of employment required.

While permanent staff may be the default option for most employers, 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.

Advertising Vacancies

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.

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.

Get Professional Advice

The hiring process can be a daunting one. If you need support, contact Employsure for a confidential chat to see how we can help you.

Get Workplace Advice Now

Call Our Team of Expert Advisers Who Will Help You with Your Workplace Questions

Call Now

Related posts

Have a question?

Employsure Logo

Not a client yet?

0800 568 012

Existing clients call

0800 675 700

Existing clients (overseas)

+64 9 941 5205

Employsure Office

8 Tangihua Street, Auckland CBD
Peninsula LogoEmploysure Law LogoFair Work Help LogoEmploysure Mutual LogoBright HR LogoHealth Assured LogoGraphite HRM Logo
Peninsula LogoEmploysure Law LogoFair Work Help LogoEmploysure Mutual LogoBright HR LogoHealth Assured LogoGraphite HRM Logo

Copyright © 2024 Employsure Pty Ltd. ABN 40 145 676 026

Employsure Protect is a discretionary risk product issued by Employsure Mutual Limited ACN 630 256 478 (AFSL 544232). Employsure Mutual has appointed Employsure Limited to distribute the product in New Zealand. To decide if this product is right for you, please read the Employsure Protect Product Disclosure Statement.