Employing Staff

Start by describing the job. This will include the offered salary, the tasks, required experience and qualifications, and working hours. Including the hours in the job advertisement means you’ll need to draw up a contract, outlining whether the role is temporary, permanent, or part-time.

There are a number of other ways you can find the right person to join your company:

  • Headhunt someone you’ve made a connection with already
  • Use LinkedIn to find and connect with suitable candidates
  • Ask peers and relevant contacts for personal recommendations
  • Attend local networking events and ask around
  • Hire a recruitment consultant; an expensive option but it could save you a lot of time

And once your search is over, you’ll need to consider the following:

  1. Work out a salary you’re comfortable paying, which must be at least the National Minimum Wage.
  2. Carry out employment checks, including if the candidate has the legal right to work in the UK.
  3. Depending on your line of work, you may need to apply for a DBS check (formerly a CRB check).
  4. As soon as you start taking on staff, you’ll need employers’ liability insurance.
  5. The employee will need to be sent a contract to include job description and terms and conditions. A written statement of employment will be needed if you’re employing someone for over a month.
  6. You’ll need registering as an employer with HMRC up to four weeks before you pay your new staff.

This may seem like a long list, but each step is surprisingly straightforward. Every organisation has helplines and online support to guide you through each process, which won’t seem as daunting once you get down to it.

Once all the paperwork is complete, it’s worth considering your workplace culture as this can play an important part in attracting, motivating and retaining the best staff. For example, this could be through:

  • rewarding exceptional work in an employee of the month scheme
  • socials and team buildings days
  • providing training opportunities
  • giving an extra day’s leave on the staff member’s birthday

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