Recruiting an employee
Be prepared when recruiting:
When running your own company getting the job done is easy now you are getting busier now it’s time to take on help and you are looking to take on your first employee, or maybe you’ve have recruited before, but that person ended up leaving.
Most employers have heard that if things go wrong then the employee will take them to the Employment Tribunal. So they decide to carry on their own as they don’t want to take that risk, it can’t be that trick to employ someone?
- Make sure you are offering the correct ratte for the position
- Take a look at your business and look at where you have come from and where you are going plan the staff needs
- When choosing candidates for the interview stage and the interviews themselves this job should be done by the director and someone else as this will stop you being bias without you knowing you are
- State the key tasks that are required for the role, I.e personal qualities knowledge and skills that are required for the position making this clear when you are advertising the position
- There are different ways of advertising a vacancy , I.e local newspapers, job websites, jobcentre and even social media this will take the vacancy to a wider audience
Do you really need to hire someone?
- Try to plan ahead and to anticipate what and if you will need to hire more staff and for how long the extra staff will be required for I.e is you work flow seasonal or is it fairly constant
- Look at your competitors what we they doing? Are the you recruiting the right skills? Make sure you pay the going rate for the position?
- When a new employee starts make sure you have training and coaching in place as this will make for an effective employee
- Think about can you offer flexible working, staggered hours or even overtime
Who do you want?
Describe the key tasks and aims of the role in a job description. This should include the:
- Explain briefly the importance of the role and how it fits in with the overall purpose of the company
- Make sure you explain the tasks clearly I.e taking shorthand notes and typing company letters’ is clearer than just general office duties
- Main role of the job try to keep this short I.e to increase revenue from advertising on the company website
Profile the person who would be best suited to it in the person specification:
- Personal qualities I.e someone who is self motivated works well in team
- Aptitude I.e a head for figures
- Knowlegde and skills I.e managing current sales accounts.
- Experience I.e have a minimun of two years in sales
Spell out which attributes are essential for the job and which are desirable:
- You must not discriminate on grounds of sex, race, disability, age, sexual orientation or religion throughout the entire recruitment process – going through job applications, selecting candidates for interview, offering a candidate the job, and agreeing their terms and conditions – and, of course, once you’ve employed them. For example, if a job candidate you have selected for interview has said they have a disability, you must make any reasonable adjustments so they are not at a disadvantage.
- It is a criminal offence to employ a person with no immigration authorisation to work in the UK.
Advertise and sift the applications
Pick at least two recruitment methods from:
- Online recruitment, this will including job websites and social media.
- Local schools or colleges
- Local newspapers
- Local jobcentres
- Employment agencies
Make sure on the application form just have relevant questions asking for information that is needed to help find suitable candidates this information can be used to help to sift out unsuitable candidates. This information can help form the basis for the interview.
When sending the application form send them:
- Job description
- Person specification
When you sift thought he application forms ideally this should be done by two or more people to avoid unintended bias.
Interview and offer the job
Interviews should, if possible, be conducted by more than one person, this will avoid unintended bias. It is also advisable to have set questions to probe candidates’ skills:
When carrying out interviews:
- Becareful when you asking questions as they can be classed as discriminatory
- Try to ask an open ended questions that cannot be answered with just a yes or a no answer
- Make sure you are not disturbed I.e no telephone call
Once you have made up your mind about who you want, you will need to send out a job offer letter, you are now entering into an employment contract, a legal arrangement. It should set out:
- The terms this will include salary, benefits, hours, pension, holiday entitlement and the place where you will be based
- Start date and if there is a probationary period
- If there are any conditions that miight apply with the offer
- Job title and the offer of the position
- What needs to be done to accept the offer this should include reference and if you accept or decline the vacancy
If the letter that was sent is to be the employment contract, or even part of it, it should say so and include the main terms and conditions. A Written Statement of Employment Terms and Conditions must be given to an employee within two months of them starting date.
- If the candidate was unsucessful be prepared to give the reason why.
- Make a list of all the questions you would like to ask, when you are in the interview you might think of others questions write them down this will help you after the interviews to sift through the candidates fairly .