Hiring your first employee is a huge milestone – and a potential minefield if not approached with care. Whether you’re growing your business or getting yourself out of the weeds, getting this right is critical for long-term success.
1. Don’t Just Hire the Familiar
It might feel easiest to hire your sister-in-law or a mate from the gym – but resist the temptation. Employing friends and family often blurs lines, creates unspoken expectations, and can cause problems that extend far beyond the office.
Instead, look for people who:
- Are better than you at the tasks you need doing.
- Bring skills and experience you don’t have.
- Share your values but challenge your thinking.
2. Know the Job Before You Hire
Take time to map out the jobs that need doing – and be honest with yourself:
- Are all the tasks part of the same skill set?
- Would they sit comfortably within one job?
- Are the tasks at the same level?
If not, consider hiring two part-time employees instead. It may seem more complex, but having the right people doing the right jobs is always better than one person being set up to fail.
3. Define the Culture You’re Creating
You’re not just hiring a pair of hands – you’re laying the foundations for your business growth and culture is a massive part of that. Ask yourself:
- What kind of workplace do I want to build?
- What values are non-negotiable?
- How do I want employees and clients to feel?
You’re in charge – so be intentional. Culture doesn’t just “happen”, it’s designed and lived.
4. Write a Robust Job Description
Once you know the tasks and the culture, combine them to create a job description. This is your internal document – the basis for contracts, onboarding, performance management, and development.
Include:
- Job title and purpose
- Key responsibilities
- Required qualifications and experience
- Core skills and attributes
- Reporting lines and working conditions
5. Craft an Engaging Job Advert
Your job description is not your job advert.
A job advert is marketing copy. It needs to:
- Sell the role
- Sell the business
- Attract the right people
- Repel the wrong ones
Be clear, be honest, and let your culture shine through. What makes your business different to the competitor down the road?
6. Choose the Right Channels
Where do your ideal candidates hang out? It depends on the role – so do your research. Some of the most effective (and cost-efficient) channels include:
- Indeed
- Facebook community groups
- Sector-specific job boards
- Your local Job Centre
Think about the demographics, skills, and online habits of your target candidates – and post accordingly.
7. Pay What You Can – Fairly
Don’t guess at salaries. Research local and sector-specific pay rates using tools like:
- Indeed salary insights
- Glassdoor
- National Careers Service
- Trade associations or sector-specific publications
Then pay the most you can afford. This isn’t just about attraction – it’s about retention and reputation.
8. Build a Professional Recruitment Process
It’s not just about picking the person who “feels right”. A good process might include:
- CV screening
- Structured interview questions
- Skills tests or work samples
- Behavioural interviews
- Trial shifts or paid assessments (where appropriate)
Never interviewed before? Upskill yourself. Read guides, take a short course, or get advice from someone experienced. Every interaction with a candidate is a reflection of your business.
The interview is a two-way process. The candidate must decide whether they want to work for you, as much as you need to determine if they are the best person for your business.
9. Be Legally Compliant from the Start
Make sure your recruitment process is free from bias and discrimination. This includes:
- Writing inclusive job adverts
- Avoiding assumptions about age, gender, background, or ability
- Asking only relevant, lawful interview questions
Under the Equality Act 2010, candidates can bring a claim to an employment tribunal if they believe they’ve been discriminated against during the hiring process. The financial and reputational costs can be significant – so tread carefully and fairly.
10. Leave a Great Impression – Every Time
Even the candidates you don’t hire are potential advocates for your brand. They may apply again in future, recommend others, or even become clients. So:
- Communicate clearly and promptly
- Give feedback where possible
- Thank people for their time
A positive experience makes a lasting impression.
11. What If You Get It Wrong?
Even with the best process, sometimes the person you hire isn’t quite right. That’s why every new hire should have a well-drafted contract of employment including a probation period – typically six months. This gives you the chance to evaluate performance, support development, and, if necessary, part ways more easily and with minimal risk.
Final Thoughts
Hiring your first employee is exciting – and a little daunting. But by approaching it strategically and professionally, you give yourself the best possible start as an employer.
To check out the five key things you need to do as a first time employer, watch this video.
