So you’re looking to hire? Whether this is the first time you’re thinking of hiring someone, or you want to take some steps into hiring someone more fitting for the job at hand, you’ve come to the right place. Hiring someone can be a difficult task, especially if you have never done it before. Follow these steps and you can rest assured that you have hired someone that’s going to do the job properly.

Set up the position

Make sure you know how many hours that you need filling, and set up a rota ready for when you get to the interviewing stage. Although you may have to tweak it slightly when you’ve actually employed someone, you will have something ready to show them what kind of hours they can expect to be working. Write a list of all of the tasks that they will be expected to do, and the timeframe that they will be given to do so. Set up hourly rates, holidays and how often you will pay your new employee (although, if you already have staff it’s wise to keep it the same as what you’ve given them, to save any uproar) and create a booklet to give them during the interview stage to have a look at. Having all of this ready will make sure that the interview goes smoothly, and you can concentrate on deciding whether the person interviewing is right for the job.

Write the job description

Now you’ll need to write a job description. Make sure you go into detail about what the position entails, incorporating the hourly rate, holidays and also all of the roles you will be expecting them to fulfill. Take the list that you set up before for the interview stage and try to include as much as possible into the job description. If you’ve never written a job description before, check out this restaurant's food runner job description for some tips on what to include within your job advertisement. Make sure that is is clear to your prospective employee exactly what you will be needing them to do, so that when it comes to the interview process there isn’t any confusion.

The more details you provide in the job description, the better quality of applicants you will receive - but you need to find the proper channels. For example, non-profits often send the descriptions to a charity recruitment agency that reviews it and sets up meetings with candidates that would fit best. You can also post the job on your website, social media channels, or other job search websites like Indeed or Glassdoor.

The interview is one of the most important phases in the hiring process


The interview

So you’ve had some applications, and you want to invite them in for an interview? First and foremost you need to write yourself some interview questions that are relevant to the position you’re offering. Here are some examples of questions that you could use.

  • Have you worked within the field of [insert your field here] before? If so, why did you leave the position?
  • Do you have any relevant training to bring to the job on offer?
  • Where do you see yourself in five years? (This is always a good one that will come up regularly with any job, and it’s so that the employer can see whether that person plans on sticking around or not)
  • What are your strengths?
  • What are your weaknesses, and could you improve on them to do this job to the standards that we uphold?
  • Why do you want to work here? (An awful question to be asked, but again it gives the employer more of an insight on the person).
  • After reading the job description, can you describe to me what you think we will expect you to be doing.
  • Do you have any planned holiday? (This is relevant for businesses that have busier periods and will need the staff on duty)
  • Tell me a little bit about yourself, what’s your home life like and do you have any hobbies? (Not necessarily an important question, but it’s good for getting to know the person to see if they will fit in with the team).

There are many different questions that you could be asking, so think about what questions will help you best decide who will be right for the job. Some bosses choose to ask the prospective employee to demonstrate some of their skills. If this is a relevant thing to ask the interviewer to do, then why not have them show you why you should be hiring them.

Choosing the candidate

Of course, you’re going to be favoring the person with the best statistics for the job. The person that is the most qualified and has answered the questions that you have asked professionally and in a way that has impressed you. Another thing to remember is that although someone may demonstrate the qualities of a “perfect employee,” you need to trust your instincts with how you feel about that person. If something feels off, or something doesn’t quite add up then it’s likely that they aren’t the person for the job. The person also has to show likeability. There is no point in employing someone that you don’t think you and your staff will get along with. Once you have chosen who has successfully made it through the interview stage, it’s time to offer them the position. Remember, they may have walked away from the interview not feeling like it’s the job they wanted after all, so if possible have a back up person to offer the job to if they turn it down. When you have someone set up and ready to start employment with you, create a “trial period” for the new candidate to pass so that you can be sure that they are the right person for the job. This is typically around three months, but you should use whatever you feel is necessary to allow that person to display the skills you want to see. There we have it, how to hire the best person for the job that you have on offer. Remember to trust your instincts, and if you already have members of staff, get their opinions on what they thought of the person interviewing. Enjoy having a new member of staff within your workplace!