Taking on your first employee is a massive step for any business, especially if you’re used to going it alone.

Registering with Inland Revenue (IRD) as an employer is the easy part. An employment agreement that is fit for purpose can be easily obtained with the right advice, but the real challenge is bringing someone into the business who shares your vision and values.

Therefore, both you and your new hire must have a clear understanding of why they've been brought on board.

Before you start the recruitment process...

As the business owner, you need to be clear about what is important to you, and why.

If you can’t explain your expectations clearly to your new staff member, what chance do they have of representing you accurately in the marketplace?

This means;

• Articulating your company culture and values
• Providing a job description that clearly indicates tasks, measurables, and expected outcomes
• Identifying the skills and competencies needed for the role
• Provide an induction plan when your successful candidate starts, so that you can maximise the chances of retaining them.

Make it fit for your business

In New Zealand, 97% of our businesses are small to medium enterprises (SMEs) with less than 20 employees.

Even though it might not seem like typical ‘corporate’ stuff, being 'corporate' just means being united as a group or sharing things with others in the group. There is no size restriction to having a corporate identity.

Nothing in the definition of “corporate” indicates you need to be “stuffy” or “bureaucratic” with your culture.

Your vision and values may indicate a more relaxed “culture” supported by respect, integrity, quality and even fun! What’s important is that every single staff member and prospective employee understands exactly what is required of them.

What does success look like to you?

Becoming an employer puts you into a position of trust and one that you may well be held accountable for if you breach it.

Providing clarity in the role within your job description, company strategy and business goals, can reduce your risk of future misunderstandings.

Providing an objective and purpose for the new hire can also help identify how to measure “success”.

• 
  
• What tasks will the person be doing on a day-to-day basis and what skills do they NEED to meet your business requirements?
• What skills do you WANT but are really just “nice to haves”?
• Is there an option to provide career development, or training so that you can acquire those skills when you need them?

If you’re clear about what you need and how you’ll measure success, including the cultural expectations of the company, you’re much more likely to find the right type of person for your business.

After the hiring process 

An induction process or an onboarding process is essential to ensure your new staff member is up and running as soon as possible.

The first two to four weeks of employment provide the best window of opportunity to set the expectations of the job and deal with any immediate training issues.

Need some help?

For more information, professional advice, or assistance with your Human Resource queries, contact Cherilyn at Enterprise And Staffing Innovations NZ (EASI NZ) on [email protected] or phone 021 665 013.