Part one of three about recruiting staff
Before you rush off and place an ad in the paper for a new member of staff you need to assess your needs. This will make sure you attract the right sort of applicant or, once you’ve put some thought into it, you may find you don’t need to advertise at all!
- What do you want your new employee to do? You’ll find it useful to list all the jobs you will require your new recruit to do then outline a job description.
- What skills/qualifications are you looking for?
- What sort of salary and benefits can you afford to offer?
- What hours do you want someone to work?
- Is the position permanent or short term?
- Do you need a new member of staff or would it be better to outsource to a specialist company, freelancer or bring in a temp?
- Can you reorganise and retrain your current team or promote someone from within your organisation?
- Consider family or friends for the position, though you’ll have to be prepared to deal with them in the same way you do your other staff or this could lead to problems.
- Ask your staff if they know of anyone suitable for the position.
One more consideration – unless you are just looking for a temporary solution keep the future of your company in mind. After all, your staff can be your greatest asset and can have a big influence on the shape of your business and how quickly it grows.
Next week I’ll be giving tips on how you can alert job hunters to your position.
And finally, if you manage people but find it a struggle Business Training’s Employing and Motivating Staff CPD course could be just the guidance you need.
