Small Start-Up Businesses and Their Top Recruitment Needs

It is great when a new venture really starts to take off.  Success can soon grow to the point at which a solo entrepreneur can no longer manage the workload or reach a point where additional skills are required.  However, taking on your first employee can feel like a complicated process. Essentially you are creating the beginnings of a recruitment policy and procedures that need to be robust enough to sustain further growth and an even bigger workforce.  Here are some key recruitment requirements of small start-up businesses:

  1. The ability to project the future needs of the business

It is often the case that small businesses only start to recruit when the workload has reached a point of overload.  A successful entrepreneur can project the future employment needs and growth of their business far ahead of the need to hire extra staff.  Solo business owners should seek business advice on working out projected sales and productivity.  It may not be as simple as needing an extra pair of hands.  For example, if a business requires a new product, direction or increase in online presence, staff may be required who possess a different skill set and will be required to do different work from the current owner.  The business owner needs to work out the number of additional hours of labor required, whether the increase in workload is seasonal, project-limited or permanent and research the typical wage offer for the skills needed.  This needs to be balanced against the business gains from employing them.  It is also worth considering if additional desk space or premises/transport will be required for your new employee(s).

  1. Guidance on pay, policies and employment law

Here, speak to business start-up advisers and people who can help you to construct the relevant HR documents such as a recruitment policy.  You will need to register with HM Revenue and Customs and possess Employer Liability Insurance.  It may be useful to source training for yourself on equal opportunities, tax and employment rights, registering as an employer/limited company and how to set up and use computer programs to support wage calculations and payment.

  1. Practical help with the recruitment process

A great recruitment company would be the place to start here – you don’t need to be a recruitment expert to hire your first employee.  They can help you to design and post your advertisement on the most relevant online job boards and other platforms as well as help with filtering and selecting candidates.  Some can even help with the interview process.

  1. Support in maintaining a workforce

Finally, once your employee has been appointed, seek help from professional bodies in your sector to create induction training and establish a framework for continued staff development.  It may also be useful to gain some basic management skills and to learn a bit about performance management processes.

The good news is that, by hiring your first employee, you are taking the first steps towards creating a sustainable business model for the future of your company.

Business to Business, Flat Rate Recruitment, HR, Industry News

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