Five Top Tips to Help Ensure Hiring a New Employee’s Success

With so many expos and conference programs already featured this year, many businesses have increased their knowledge and are expanding their offerings, and this can necessitate the need to introduce a new staff member.

However, finding the right person to join your team can be a bit of a challenge, especially if your brand has evolved with the introduction of new services.

Here is an Employee Checklist to help you succeed in your efforts to find and keep the right staff member that will suit the position you are looking for.

Employee checklist

• Decide on the type of employee you are looking for and consider their duties, qualifications, skillset and experience that will be required to ensure they can deliver the level of service that will best suit the position.
• Clearly define the person you are looking for in your advertising, including knowledge, experience and human attributes.

Assess employment impact and costs

• What you need to have in place.
• Pay rates and conditions
• Understand the potential impacts on your workplace
• Know your tax and super obligations
• Attain correct documentation on employment agreements, probationary period and ending employment documentation.
• Ensure you have correct record-keeping documentation.

Add HR Policies and Procedures to ensure clear communication is presented in writing of the expectations and the provision your company is making to support them in their compliance.

If you require these documents get them here

The Interviewing Process

• After clearly defining the person that you are looking for, plan the interview process and ensure this is conducted in an organised, thoughtful and systematic manner and not in a rush.
• First impressions are important.
• Prepare yourself and the questions you plan to ask your candidate and present yourself at the standard that you will be expecting from your potential new staff member.
• Ensure that each question will allow you to determine their suitability to your requirements.

While qualifications, job experience and ongoing commitment to their professional skills and knowledge should be carefully examined, do not neglect to evaluate communication attributes – the ability to communicate with courtesy, politeness, respect, clear articulation skills, language and tone of voice.

• Depending on the level of skill you are looking for some companies also ask their staff to undergo a Personality Profiling test, as this also allows both the business and the candidate to determine their strengths and weaknesses, and ultimately their suitability for the position.

Onboarding – the induction process

• How will you prepare your new employees to adapt to your systems and processes, and how will you orientate them into your business culture?
• This process must be conducted comprehensively to ensure the new employee will effectively integrate within your business standards and values.
• Onboarding is more than just instructing them on the tasks they will be performing, it also requires training in the philosophy of the business, the culture of the brand, and the guidelines and protocols for client communication and engagement.

Additionally, onboarding will require that your employee is presented with operational policies and procedures pertaining to personal presentation, method of communication, intellectual property, confidentiality regulatory compliance requirements and conflict resolution.

Probation period

• It is always advisable when introducing a new employee to agree to a probationary period of 3-6 months.
• This will allow both parties to determine their suitability for both the performance of tasks, as well as adaptability to the culture of the business.
• Ultimately, this trial period will allow you to determine their long-term suitability for the position.

Having a clear understanding of the attributes, skills and characteristics you are looking for in your potential employee and ensuring that you are well-prepared with the appropriate documentation that reflects your legal and regulatory obligations, will allow this process to be a successful one.

• Planning and preparation of a strategic professional communication approach will support an environment where mutual respect and cooperation can flourish for the benefit of both parties.

If you are seeking to update any of your documentation for this process view our resources or phone

07 55930360 for advice and support if you need further assistance.