Look beyond skillsBefore you considered where your recruit should sit in the office, you need to find them first. To do so, you’ll likely need to develop a targeted strategy to get the right CVs coming in. Start with a clear job and person description. Obviously, making sure the person you hire has the right skills is important, but not considering the interpersonal dynamic of your team can lead to epic failures. A report from David Sturt and Todd Nordstrom on Forbes likewise highlighted: “The people you work with can make or break a work situation.” If you don’t get the team dynamic right, it can cost the business thousands in terms of management time and possibly recruiting replacement staff.
First impressions countOnce you’ve found the right fit, both in terms of skill and personality, getting them through the door and feeling part of the team is important too. The onboarding of new staff can make or break the first impression of your new hire. For instance, once you’ve made a formal offer to a recruit, make sure all the information you send them is cohesive. Simple things like using branded letter heads for welcome letters and contracts or providing them with a structured introduction plan can set the mark. Also giving the new hire all the tools they need to do their exciting new job effectively is just as important. Not having a desk, computer or any other relevant equipment set up and ready to go on their first day can put a dampener on first impressions. Taking them out to lunch on their first day can make them feel welcome and gives you an opportunity to talk to them socially, rather than just about business.
Paying the billsOne of the key reasons your new hire has started working for you is to pay their bills. Setting them up in your payroll system is critical. However, to do so, there are a number of other key tasks. “Her Majesty’s Revenue and Customs (HMRC) needs to be aware that your new employee is starting before they even arrive, not at the end of the first month,” said Sue Green, owner of Evergreen HR. “You also need to make sure they are covered through your employee liability insurance. This is particularly important if this is your first employee as it is compulsory insurance for anyone responsible for employees.”
Digitalisation is keyWhile the recruitment industry underwent a digital revolution in the early 2000s when sites like Indeed and Reed were launched, the financial industry is only just catching up. However, even for small businesses, transitioning to managing your finances online can help keep your recruitment strategy in line. Using digital accounting software that incorporates HR elements can help ease the strain of getting a new hire in place. Costs can be minimal for tasks like payroll setup, payroll-payrun or the processing of new starters through many accountancy software packages. Making sure your business is prepared, both in terms of the HR and financial impact of hiring employees, is vital in ensuring the smooth transition of having a new face in the office, both for the new starter and for you and your business too. Richard Stonier is co-founder and partner of Tally
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