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Recruiting for the first time?


As a business owner you will want to ensure that you start off on the right foot when you recruit your first employee and continue with good practice as you grow your team to support the continuing growth of your business. To assist you with your recruitment strategy, below are some key steps you will want to take into consideration when recruiting for the first time or even when recruiting on an ongoing basis.


Identifying the role Prior to commencing the recruitment process you need to identify the role you are looking to recruit for. This can be done by establishing,for example, the key duties, responsibilities, experience and skills required by the successful applicant to perform the role.


Identifying the role is a fundamental part in ensuring your recruitment process is successful, as you will be able to give a clear picture of what the role is in order to attract the right candidates to apply for the role. Furthermore, this will aid you in selecting the applicants with the best experience and skillset for the next stage of the recruitment process the interview.


Employment status As part of identifying the role, you need to consider the contractual terms/status the business requires for the role:the cost of the continued employment,for example the salary, in addition to the other costs of employers, such asNational Insurance contributions, annual leave, etc.


There are various different employment relationships you could consider when employing staff, including full-time, part-time, casual engagement, term-time only, fixed term – it really depends on the requirements of the business.


On appointing the successful applicant, you will need to provide written particulars of employment within the first two months of the employee’s start date. Written particulars are commonly known as the Terms and Conditions of Employment. The Terms and Conditions of Employment must include some statutory basics, for example:


• Names of the parties • Commencement of employment • Remuneration and payment methods • Hours of work, holiday, including bank holiday and holiday pay


• Notice periods • Incapacity for work, including pay


In addition,you will want to consider adding in behaviours and other workplace rules.


Advertising the role


It is equally important to get this stage of the recruitment process right, as advertising a role effectively can give access to a wide talent pool and ensures that the company is not inundated with unsuitable applications.


There are a number of places you may consider for advertising the role, depending on the budget and the role itself. Different areas you may consider advertising in are:


• Local or national media • Recruitment websites, e.g. Totaljobs.com, Reed.co.uk


• Social media websites, LinkedIn, Facebook & Twitter


• Company Website • Job Centre


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