Here’s what you need to do… 

So, you’re ready to hire your first employee? First of all, congratulations! This is a massive milestone for you and your business. You’re probably excited, but also a bit nervous about what this might involve!  

So, here are some things you need to think about to make sure this process is smooth sailing for both you and your new employee. 

1.Nail the Job Description 

Having a clear Job description so that you know what it is you want and need from your first employee is absolutely critical. This will help you to interview and recruit the best person who can do, what it is you need them to do! 

Your job description is also most likely to be the first thing you send to a prospective employee and is therefore the first impression that candidates will have of your business, so make it count! 

•  Make sure you have a purpose statement, which should state why it is that this job exists or is needed.  
• Include the key responsibilities of the role. This is a bit like what it is you want them to achieve on a day to day/week to week basis. This should be a long task list, it really needs to be their high level responsibilities.  
• Think about the professional experience or qualifications that you want someone to have to apply for the role.  For example, you may need them to have a specific qualification or to have worked within a specific environment or industry might be beneficial. 
• Then make sure you include the behavioural skills you know will make the person successful in the role such as an ability to talk to customers on the phone, be a good listener, problem solver.  
• Do some salary benchmarking to make sure you know and understand what a completive salary is for the role in the job market. Include this as a salary range in the Job Description.  

2. Nail the job advert too!  

There are literally 1’0000’s of jobs advertised on the main job boards each week, so you need to make sure that yours stands out. Apparently according to research, you have approximately 6 seconds to grab someone’s attention and make sure they look at your role!  

•  Highlight your company’s personality and culture to attract the right fit. 
• Focus on key responsibilities of the role and what success would look like in the role. 
• Keep it concise and clear while making the position exciting. 
• Make sure you include the salary range and benefits on offer to avoid wasting time on unsuitable candidates. 
• Do not discriminate – obviously!  

3. Find the right candidates

Getting your job in front of the right audience is critical. 

•  Use social media, job boards and networking to expand your reach. 
• Build your employer brand by showcasing your workplace culture online. 
• Tap into your network for referrals or partnerships with HR consultancies who recruit, or local recruitment agencies if needed. 

4. Shortlist candidates effectively

Streamline your shortlisting process to save time and ensure fairness. 

• Use a competency matrix to compare candidates against key criteria objectively. 
• Avoid unconscious biases by sticking to the defined requirements. 
• Consider transferrable skills if candidates show potential beyond traditional experience. 

5. Design a great interview process

Your interview is a two-way street – make a great impression! 

• Be warm, welcoming and respectful of their time. 
• Share details about the interview structure and provide any key questions in advance. 
• Ensure that the setup encourages collaboration and comfort. 
• Provide feedback to those candidates who are unsuccessful via email or phone. This improves your employer brand and could help them to improve their interviewing skills too. Even though they didn’t get the job, they will appreciate this feedback, and feel positive about your business because you’ve taken the time to provide them with this feedback.  

6. Make an offer quickly

When you’ve found the right person, don’t delay! 

•  Avoid losing momentum by streamlining the decision-making process. 
• Communicate your enthusiasm and confirm the offer confidently, and verbally – not via email!  
• Set clear timelines for the next steps, including when contracts will be sent out to them. 
• Confirm their start date with them. 

7. Get the legal stuff sorted

It’s important to make sure you’re legally compliant! 

•  Register with HM Revenue and Customs (HMRC) before your first payday. 
• Verify that the employee has the legal right to work in the UK. 
• Provide a written statement of employment particulars on or before their first day. Otherwise known as a contract of employment. 
• Create the legally required employment policies and we would advise including these in an Employee Handbook.   

8. Create an awesome onboarding experience

First impressions matter. Make your new hire feel welcomed and valued. 

•  Provide onboarding materials and introduce them to your team before their start date. 
• Prepare a clear induction plan to help them to settle into the role. 
• Ensure that their workspace and equipment are ready to go from day one. 

Need help hiring your first employee? 

Get in touch with us if you need any help with the recruitment of your first employee. We can support you with everything linked to your first hire whether that’s creating a job description, job advert, or the actual recruitment itself, the policies and contractual side of things. We can provide you with as much or as little help as you need to hire your first employee!