Your business is doing well, and it’s time to find someone to help you with running operations or another addition to the team. Whatever the circumstances, inviting someone to work in your business can at times feel scary. Who can you trust? Who is worthy? Will they work hard? Do they understand how important your business is to you?
Afterall, your business is your bread and butter – for them it’s probably just a job.
For your business, each new hire has a tremendous impact and influence on your business culture far more than a new hire at a 200- or 500-person company. The stakes are high, so you need to ensure that each of your new hires is a passionate, engaged and committed team player.
Getting you head around matters like industrial relations, workers’ compensation and adequate insurance is one thing, but the uneasiness of never truly knowing how long revenues will continue to sustain the new employee can ramp up nerves to a whole new level.
Great people versus okay people is the difference between success and mediocrity, because one rotten apple in a small business can create far more damage and distraction than a rotten apple in a large enterprise where incompetence can more easily hide.
Hiring new employees can be a tricky process, especially for small business owners, who may not recruit new employees all that regularly. As a result, the hiring and onboarding experience can make all the difference in the world for SMEs.
Types of Employment
Before hiring staff, it is important for any business owner to consider the structure of the business and then only 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.
The minimum wage and entitlements vary dramatically depending on whether an employee is permanent, casual, or a contractor, it is worth considering all the options before advertising for a role. By having a sound understanding of the different employment types available, the process of determining the best fit for the business becomes easier.
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.
Induction and onboarding
It is essential to map the right journey for your employees from the very start of their employment. This begins with onboarding. Onboarding is the process for new employees to learn the necessary tools and knowledge to perform their job well. It also aims to integrate them with an existing organisation and its culture successfully.
Check out Emplosyure’s Onboarding Toolkit.
Job creation is one of the most important aspects of entrepreneurship and it should be rewarding to know your business the engine room of job creation in Australia.
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