It can be a daunting experience to put your faith in someone to be the face of your business, to be the first point of call for the public, deal with suppliers and be at the core of your workplace, providing the product or service your company is known for. For some people it can be hard to let go after you’ve put in all the hard, long hours of groundwork setting up the business.

But as a growing company, it has to be done at some point; you have to relax, take care of your managerial responsibilities and the bigger long term picture, trusting others to take care of the day to day tasks. Getting this transition right is imperative; a smooth running business starts from the top.

Hire for Key Positions

Firstly, always make sure that you need to hire a member of staff for a particular function. Financially, as well as practically, it would be a mistake to oversubscribe in certain areas of the business, keep the team streamlined and functional. If you are the type of business that sees fluctuation in demand for products at different times of the year there is always a good option of temporary staff in order to fill the short term gap when required.

Get the Job Description Right

Once you have worked out which positions you need to fill in order to help your business, sit down and make a thorough and accurate job description.

Make a list of everything you will need that person to do for you; their main tasks, responsibilities and key objectives. Also make a clear list of the salary you are willing to pay for this post, the number of hours they are required to work; where they are required to work (if you have more than one location or different areas on one site) and the type of contract they will be under – full time, part time or temporary.

Once you have all the factual information about the role together it’s time to think about what type of person would be perfect to fill that role. Put together a list of attributes, knowledge, skill sets and qualifications that are required and desirable for the role.

Make the Advert Count

Finding the right places to advertise your job vacancy is vital, as otherwise you’ll have the perfect job specification that no one can see.

Research your market and find out whether there are specific job agencies related to your sector. Advertise online with various websites, blogs etc. Offline you can also follow the traditional route for advertising new job vacancies – newspapers can still be a great source of local reach whilst recruitment agencies will guarantee that your job gets seen by people searching for a job, but they can sometimes be expensive at the outset, taking either a fixed fee or a percentage of a person’s wage.

Alternatively, if you are at a very early stage and require just one or two extra sets of hands in order to help build the business steadily, it might be better to work through word of mouth or recommendation from friends, family members or other trusted connections within your industry.

As for the formation of the advert itself, take care to ensure that the copy is sharp, accurate and enticing to the reader. Sell not only the role, but the incentives to working with a company like yours. A snappy job title should followed by an accurate job description and person specification. A salary range should be posted, based around your private expectations of what you wish to pay for the role. Always keep it simple, accurate and enticing to read and apply.

That First Interview – They’re as Nervous as You Are

The setting of an interview is important. If you are a small business that are yet to have your own premises you can think about hiring a meeting room for the day of the interviews. Holding interviews in a business setting whether it is your specific location of work or not gives a professional vibe to the candidates and a level of integrity to the process.

When it comes to interviewing people for the first time as a business owner you might be just as nervous as the candidates. There are a few things to consider:

–          – Have a simple application form for easy comparisons between candidates

–          – Shortlist those candidates most suited to your strict guidelines of skills & responsibilities

–          – Arrange for a certain, smaller number of candidates to interview per day

–          – Pre-plan questions to ensure candidates have to answer in full

The interview stage is crucial in two main ways. Firstly you have to make sure you thoroughly screen candidates in order to pick the best person for the role you are advertising.

The second most important part of an interview is the chance to sell your company and the role. Engage with the candidate and invite them to ask questions about the company as you have to make sure you are right for them.

Make the Right Choice

Make a shortlist of the suitable candidates post interview. Sit down and work through the strengths and weaknesses of each candidate. If it is too close to call invite people back for a second interview.

As a start-up business you have the chance to build a reputation as a genuine and trustworthy company. Small things like informing all candidates at an interview stage of whether they have been successful or not can have an impact long term when it comes to hiring further staff. Word of mouth is important to any business.

The Importance of Hiring Staff

Taking that first major step into hiring employees for your start-up company doesn’t have to be daunting. There are a number of systems you can put in place to ensure that the process runs smoothly; put together a job description and advert that is accurate and attractive to potential candidates; hire out a meeting room or similar venue if you do not yet have your own premises; keep calm and pre-plan questions for the interview; make sure you take time in making the right decision about who to hire as your first employee as it will help you to push your start-up business forward.

Our Free Download section offers free templates including:

– Job Description Template
– Job Application Form
– Job Offer Template
– New Employee Information Template
– UK Employee Handbook Template
– Staff Induction Check List Template

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