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October 2014

Three Stages to Successful Recruitment
Dear <<First Name>>,

Recently I’ve been helping some clients sort out problems that have arisen because they didn’t carefully think through their recruitment process, when they were taking on new members of staff. There’s a great deal that you can do to avoid the problems, so in this issue of my newsletter I’m going to cover some of the basics of getting recruitment right – especially if you’re taking on your first member of staff.
 
We’ll look at how to find the best person, then we’ll look at what to do when they start working for you and finally I’ll talk about what to do at the end of their probation. This three stage process will help you find and keep hold of the best people for your business – and avoid some costly pitfalls!

Best wishes,

Sue

sueferguson@optionshr.co.uk
0118 940 3032
 

Three Stages to Successful Recruitment

Part One – How do you find the right person?
 
So your business is growing and you’re getting busier and busier. You’re working longer hours, just to keep up with the work and the demands of your clients. You don’t want to turn business away, so you keep working all the hours you can, including evenings, weekends and holidays. Eventually, when your friends and family are really fed up of not seeing you and you’re completely exhausted, you decide it’s time to take on your first member staff.
 
Click here to see what you should do next.
 
Part Two – How do make sure they get off to the best start?
 
Recruitment can be a long, expensive and time consuming process. After all the effort of finding the right person to join your team, you want to help them settled in as quickly and smoothly as possible. Some new staff have been known not to show up after the first weekend, or even on their second day and you don’t want that!
 
Particularly if you’re taking on your first member of staff, take the time to plan their induction. Make sure they have somewhere to sit and a computer to work at – if that’s part of their job!
Find out what to include in your induction training here.
 
Part Three – What do you do at the end of their probation?
 
The first thing to do is to make sure that you have actually agreed a probationary period with your new employee. Three months is the minimum and works well for simple jobs, but this can go very quickly. A six month probationary period is a good length of time for you to decide whether or not you want to keep your new employee within your business.
 
Click here to see what else you need to do at this stage.
 
Recruiting can cost a lot in terms of time and money; getting it wrong can cost even more. You can avoid the pitfalls by following this advice. If you have any specific questions about recruitment for your business, do get in touch.

Employment Law Changes – the next round!

Changes to employment law are made all through the year and they keep me very busy! As an employer, you’re expected to know which changes will affect your business and your staff. But how can you keep up with them all, when you have a business to run?
 
To help you out, every year I run a number of Employment Law Updates workshops, where we’ll talk through the latest changes and you can find out exactly how they will affect your business. The next one will be on 23 October 2014 at Hennerton Golf Club in Wargrave near Reading and will cost just £15 +VAT. Click here for more details and to book your place online.
www.OptionsHR.co.uk
T: 0118 940 3032 / 07889 607169
sueferguson@optionshr.co.uk
18 Ridgeway
Wargrave
Berkshire
RG10 8AS

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