Are you hiring more contractors in your business than ever before? Chances are, you’re among the many small businesses in New Zealand gett...
Policies, Procedures & SafeguardsJanuary 24, 2019
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.
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.
A fixed-term, or temporary, employee is one who will end his/her employment on a specific time or date.
A type of fixed-term employee where their employment comes to an end at the end of, for example, a season.
A casual employee works on an irregular basis, with no expectation of ongoing work. There are, however, a lot of questions surrounding casual employees.
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:
You may also include pay and benefits, skills required, experience and qualification, and an application deadline.
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.
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.