5 essential steps when hiring new employees
Minister for Jobs, Enterprise and Innovation Mary Mitchell O’Connor, has revealed that unemployment levels have dropped to 6.4% from 8.4% in May 2016 making Ireland the 6th most competitive economy in the world. The CSO statistical release also revealed that the number of persons on the live register is the lowest number recorded, seasonally adjusted since 2008. If you’re a business owner that’s in a fortuitous position to be taking on new staff we applaud you, although it is no easy task. We have compiled 5 key steps to remember when hiring new employees.
1) Advertise
Employment and equality legislation is applicable the moment you post a job advert, therefore be sure to avoid discriminatory descriptions that may exclude a particular group of people from applying. Once you have a clear understanding of the duties and responsibilities of the role you will be able to create a clear job description and person specification, listing the skills and knowledge that you require. Remember, a well-defined job description is essential for attracting the most qualified candidates. For more information click here
2) Interviews
During an interview, we want to obtain important information from the candidate and also build a friendly rapport. Hiring the wrong person can be a very costly mistake for any company so determining whether they’ll be a good fit for the company is important. To ensure your questions don’t find you guilty of discrimination be sure to avoid questions relating to age, marital and family status, gender, disability, religious belief, sexual orientation, race, membership of the travelling community, or any physical attributes of the candidate. For more information click here
3) Contracts of Employment
Every employee who works for your business must receive a written contract of employment no later than 2 months after their commencement. If you do not issue your employees with a written contract you are putting yourself at risk of large settlements in the case of staff disputes, and fines in the case of regulatory inspections. Having contracts also clearly defines the contractual relationship between you and your employees. Take time to ensure that the contracts of employment contain sufficient clauses to govern the working relationship between you and your employees. For more information click here
4) Staff Handbooks
Whether you employ 1, 10 or over 100 staff, having an employee handbook is an essential way to communicate policies and procedures with staff without the contract of employment getting too long-winded. Issuing a comprehensive staff handbook is vital for not only setting clear boundaries in the employment relationship but also in protecting your business if a claim was ever brought against you. For more information click here
5) Induction
You have spent a lot of time and money on a vigorous recruitment process so be sure not to miss the very important final step, the induction. A structured induction programme welcomes your new employee, gives them an objective view of your company, your culture and work ethic. This will allow them to better integrate into the workplace which in turn will help boost staff retention rates. Your new employee will decide quickly if they feel at home and if they go through a well-planned induction program they are more likely to remain at your company. For more information click here.
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