So you need to take on staff…just where do you start? Firstly determine why you actually need extra staff so you can identify your exact requirements.
Having ascertained that, map out exactly what the job entails. The clearer you are, the more likely you will be to find the right candidate for the job. And in a small business, you need to pick your staff well as you cannot afford to carry those who either do not fit in with the corporate culture or are not competent at their job.
The job description should itemise the daily tasks and how these interact with the rest of the business and list the skills and knowledge required.
It is also good to determine essential criteria such as having a driving licence or typing skills along with desirable criteria which are more of a wish list.
At this stage you need to decide whether to bring in a recruitment agency or find somebody yourself.
Obviously the former will cost more but when you account for the time spent sifting through all the applications and the skill needed in recruiting, it may prove money well spent.
However if you want the control of doing it yourself you might consider Jobnet, the former Commonwealth Employment Service (CES), as a source of potential employees.
If it is for a junior position, advertising in your local paper will probably suffice.
Legislation exists against discrimination in advertising on a number of grounds including sex, age and marital status.
You might even consider hiring an apprentice or trainee (www.australianapprenticeships.gov.au) which may provide a financial incentive of $1250 upwards from the government.
The interview can offer challenges. It is often good to have more than one interviewer to help you reach a decision. Make sure you ask open-ended questions.
When you have determined the right candidate, you should put the offer of employment in writing stating the pay and conditions, start date and any special requirement. A probationary period may be a consideration.
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