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Hiring your first full-time employee is an incredible milestone in the life of your business, and could be cause for celebration. That said, noticing that you’d be well-suited for hiring an employee is quite different to hiring an employee outright, so making sure that you save the champagne until you onboard and train them may be a good idea.

While employment law and good common sense will stipulate a great deal regarding how you hire your first employee and what you can expect of them, there’s a great degree of potential how you handle such a job role, and it’s important to make sure your processes are well-structured before you bring them onto your team. After all, this is someone’s livelihood and prospects that we’re taking into our hands, and so this process has little similarity to hiring new equipment or outsourcing a brand to work for us.

In this post, we’ll discuss how to get started with that structure in mind. However – it’s important that you first learn how to register as an employer in order to verify all of the following advice. Let’s begin:

Clearly Define Their Role & Responsibilities

It’s essential to make sure that the roles, responsibilities, and tangential tasks of your employee are clearly defined. Inexperienced firms can sometimes hire staff and then somehow expect them to take on the brunt of several roles that they may not have experience in or are not paid to do. 

For instance, if you hire an accountant, then it’s important to stipulate exactly what that role will be responsible for. Are they going to do your payroll as well as your accounts, invoices, and tax calculations? It’s also important to ensure they have the authority they need over their particular role, so that they don’t feel incapable of properly engaging with it – and of course, so a habit of micromanaging doesn’t influence or intrude on what they hve to do.

Develop A Competitive Compensation Package

It’s important to make sure your compensation package is properly aligned and that it encompasses everything necessary to attract worthwhile and qualified employees. Now, this will depend based on where you’re located. In the UK, for instance, you’re entitled to more maternity leave time than you are in the United States – and benefits do not necessarily have to include healthcare insurance in order to be considered worthwhile. 

Your compensation package can also depend on the size of your business and the given role associated with it. Certain perks, such as a free company car, can also help you generate worth. However, if you’re in the process of hiring for the first time, there’s a good chance that your package will have to improve over the years rather than being incredibly robust now. Progression opportunities, selling the potential of the business going forward – all of this counts in the long term/

Have Your Contracts Overlooked By Legal Professionals

It’s essential to make sure that contract and terms that you offer are robust, and more than just something that you offer because it sounds good. Employment law stipulates a minimum amount of breaks per hours worked, for instance, as well as ensuring that a complaints process is essential. 

This way, you can make sure that the document you’re asking your employee to sign legally protects the both of you. It also makes sure the terms are crystal clear, written capably, and laid out effectively. Just because you ask a would-be staff member to sign a document doesn’t mean it becomes legally binding – what matters is that the contract itself is a binding agreement with real merit.

Write A Capable Recruitment Ad

Now you’ve managed to put together some of the preparatory documents and understand what your role will entail, now it’s time to consider appealing to possible candidates.

Remember that a new business will often have to focus on selling their business in a glowing manner, as they won’t have the reputational growth and history necessary for applicants to line up at the door.

Clearly explain the role you’re looking for, and don’t be vague about the recompense. There’s no shame in clearly discussing the salary offered and what the benefits are. Discuss your vision for the company, and generate a worthwhile interview process with questions you can ask to get to know your candidates properly. Treat them with respect, and regardless of if they make it or not, always make sure to apply. This can give you the chance to move forwards the future in the most capable fashion.

With this advice, you’re certain to make the best preparations before hiring your first employee.