Hiring new members of staff is something that every growing business has to do. But there are lots of ways you can get tripped up by the legal details. Here’s how to hire an employee the smart and legal way.
Be Clear with the Advert
The first thing to do is write the job advert. This should state what the job role you’re looking to fill is. It should offer a person specification and a summation of what tasks will need to be undertaken by the successful candidate. This will allow the potential candidates to decide whether they’re the right person for the job or not. The more information you give in the advert, the better.
You don’t want to be bombarded with job applications from people who aren’t suitable for the job simply because you didn’t make the advert clear enough. It can also cause legal problems if you try to mislead people with the job advert, so don’t make the mistake.
Conduct the Interviews
The interview process is one of the most important of all the stages listed here. This is when you get the chance to meet the prospective employees and find out more about them. You should prepare the questions carefully in advance to make sure you find out everything you want to know about them.
Don’t try to intimidate the candidates when you’re interviewing them though. The best job interviews are the ones that are more relaxed because this allows the candidates to open up and be honest. And that’s exactly what you want as an employer. You should also give them the chance to ask you some questions.
As an employer, it is illegal for you to discriminate in any way during the hiring process. If you take a specific decision not to interview or hire someone based on their sex, race or religion, it’s against the law. And you could be subject to a court case to get to the bottom of what you did and why you did it.
The three things that I mentioned above aren’t the only way that a person can be discriminated against. You also need to be aware that you’re not allowed to discriminate based on disability, sexual orientation or ethnicity. So, simply choose the people that you think best fit the job description.
Check Their References
When you post the advert for the job, you should make it clear that you want a couple of references to be submitted alongside the application. When you receive them, keep hold of them because you’ll need them after the interview stage. If someone impressed you during the interview, and you want to hire them, you need to check out their references.
A lot of employers don’t bother checking references, but this is a mistake. A reference might be able to tell you something useful. You’ll rarely find anyone who says anything negative. But it could help you to find out more about them and uncover skills they have that might be useful to your business. It will also give you some security against hiring the wrong person, which can be a costly mistake.
Have a Look at Their Social Media Profiles
This is a bit of a sneaky tip, but it’s something you should definitely do. You can find out a lot about a person by checking their social media accounts on sites like Facebook and Twitter. Most of the time, you won’t find anything particularly unusual. But you could uncover something that makes you reconsider your decision.
This is an especially good idea if you’re recruiting for a position that requires someone who is responsible and has a strong public image. When they are working for you, they will act as representatives of the business, so you don’t want them to say something on social media that might embarrass the business. It’s perfectly legal to do this, so don’t worry about that.
Consider Their Personality
Finding the right person for the job isn’t just a case of looking at a person’s qualifications and their job history. It should also be about finding the person that is the right fit for the business based on their personality. Of course, this doesn’t mean that you should rule people out based on one brief meeting. You should try to get to know them and see if you think they’ll fit the company ethos.
It’s also important to think about the personalities that are currently working in the business. These are the people that the new recruit will be expected to work alongside. You could give them a trial run in the workforce to make sure that they operate will alongside the existing employees in the business.
Get the Contact Right
From a legal standpoint, getting the contract right is the most important point in the process. The employment contract is a legally binding agreement between the employer and the employee. So, you need to make sure that it set out clearly and covers all the essential legal bases. It needs to outline pay, the job description, sick pay, paid holidays and other benefits.
You can get employment law help from Peninsula Group Limited if you’re not sure what you’re doing when it comes to drawing up the contract. When it comes to employment law, it’s always better to be safe than risk making a needless, and potentially costly, mistake.
Integrate them Correctly
Once you’re sure that you’ve got the right person for the job, you need to integrate them into the business. This is something that you should do carefully. If they need specific training, then make sure they get this before you put them on the job. It’s against the law to put people in a job if they don’t have the right equipment and training to do the job safely.
Throwing them in at the deep end might seem like a good idea, but it’s a risky idea. You could overwhelm them and set them off on the wrong footing. If you ask me, it’s a much safer option to give them the room to explore and get to know the business and how it works before expecting too much from them.