Running a small business from home is one thing – employing staff is quite another and as someone who has done both, it can be a minefield if you don’t get the right information up front.
Reaching the point as a start-up where you decide you need to take on additional staff members can be exciting. After all, it’s a sign that you’re expanding and it’s a reason to feel optimistic about the future. However, getting the process of recruitment right can be tricky, especially if you lack experience.
Decide which posts you really need to create
Your first step should be deciding which posts you need to create. While you must have enough employees and expertise to complete your work and steer your firm to success, you must also not overstretch your finances by taking too many new workers on board. When you’re deciding which roles to create, consider issues like whether your workflow is fairly constant or seasonal, what your growth plans are and how much money you can reasonably afford to shell out in wages. Getting this right is critical, so never rush your decision making process when it comes to taking on new personnel.
Attract the right people
Once you’re sure about the jobs you wish to advertise, you’ll need to ensure you attract the right candidates to fill them. A prerequisite of this is creating accurate and appealing job adverts and distributing them through the appropriate channels. This can include job centres, local newspapers, recruitment websites, social media sites and employment agencies. To help you reach out in the right ways, you may benefit from enlisting the help of a recruitment specialist. For example, HR experts WAA can brand your business and help you attract the relevant candidates. Making sure you cast your net wide enough at this stage will increase your chances of finding the right candidates for your roles.
Assess applicants thoroughly
To narrow your applicant pool down successfully, you’ll need to be savvy when it comes to the assessment process. Bear in mind that this can involve so much more than a simple interview. Increasingly, companies are using cutting-edge online tests and even psychological profiling to help them whittle their candidate lists down and ensure they hone in on the best possible people. Meanwhile, when it comes to interviews, make sure you prepare your questions carefully and always take notes during these discussions so that you don’t forget any important points.
Make sure you follow the letter of the law
Throughout your recruitment process, from creating your job ads to signing contracts with successful candidates, you’ll need to follow the letter of the law. For example, you can’t discriminate against people based on race, gender, age, disability, religion or sexual orientation. If you’re not sure of any aspect of recruitment and employment law, it’s essential that you do your research and get clued up. You may also benefit from getting experts to guide you through the process. Bear in mind that any mistakes can lead to costly and damaging legal action, so it’s not worth takin
