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21st March 2017
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What do I need to consider when taking on my first member of staff?

Mar 21, 2017

When you are a small business owner, it can be very daunting to take on your first member of staff.

So many questions will run through your head, eg Can I afford it? How do I do it? Where do I start?

Here are some key points to help you consider your next moves:-

  1. Call a reputable recruitment business to ask them for their help. Ensure they are members of the REC (the Recruitment & Employment Confederation).

  2. Think about the job role and put down in writing what is expected – think about all the duties, skills, experience and qualifications required, and what the culture of your business is. Get a good “job spec” together.

  3. To get an up to date idea of what you need to pay someone for a specific role, a recruitment business can give you the current salary rates for your industry and what your ideal new employee would expect.

  4. Next you need to write your enticing job advert and then decide where you want to advertise the vacancy. There are so many options to choose from, but what is the best?  Which option gives the results you want? The job boards which many candidates (and recruitment businesses) have access to cost a great deal of money & you won’t have the option to search them, only advertise on them.

  5. You may not want to advertise the job – to save being inundated with hundreds of applications; scrolling through so many unsuitable candidates is tedious and not the best use of your time being a business owner.

  6. A recruitment company can do all this time-consuming work for you and search databases which you don’t have access to. You can remain completely anonymous!

  7. Once you have your shortlist of candidates, you then need to think about the interview process. Are you going to get someone else to interview with you? What format will it take? Where are they going to take place? Do you need to ask the candidate to undertake any tests? Remember that you need to avoid discrimination!

  8. Ensure your shortlisted candidates are eligible to work in the UK – do your pre-employment checks.

  9. Once your perfect candidate has been interviewed, think about what you wish to offer them, and more importantly what they can offer you! You will need to put this in writing so have an offer letter ready – this will need to detail the job title, the salary, the holidays, and expected start date subject to references being received.

  10. Take up references for your preferred candidate once they have accepted your offer – we always recommend that you take two; one being from their current/most recent employer and another from someone else they have worked for or have a professional relationship with (not from their own family). Again, a recruiter can do this for you.

  11. Provide a Written Statement of Employment for your new employee – that is the terms of the contract.

  12. Confirm the start date and get your business ready for onboarding your first employee! Think about where they are going to work, do they need a phone, PC, laptop or any other equipment?

Now you are an employer – congratulations – you will need to do the following:-

  • Register with HMRC as an Employer (well done!)

  • Choose a payroll system in order to pay them

  • Ensure you have employers’ liability insurance in place

  • Remember your health and safety responsibilities, maternity, paternity and adoption leave and flexible working requirements for parents and carers

  • A credible HR Employment Law company can help you with your responsibilities as an employer

If you would like to take the next step and get help with finding your first employee, call your local total talent solution company RSE Group – www.rsegroup.agency – on 01323 353283. We would love to help you!

About the Author

Rhiannon from Recruitment South East

Member since: 6th June 2016

Recruitment South East are a specialist recruiter based in Sussex recruiting internationally, delivering recruitment excellence in the UK & worldwide.

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