Delegation is the key to growing your business venture! In most cases, you will need to hire help in order to accomplish your dream, as being ‘Jack of all Trades’ or wearing too many ‘Hats’ will only work for some time, but eventually get you to a standstill.
Nevertheless, prior to advertising, you should clearly define and answer the following questions:
- What do you require?
Will you require someone who completes administrative or income producing tasks? How many hours per day, week, month or year do you need assistance? Will you be offering an apprentice position and teach the person everything or will you need an experienced person?
- What type of qualifications and talents does the ideal candidate need?
Do you want or need someone with academic accreditation for the task at hand or will a talented and motivated person be able to work within your business? Are you legally bound to hire a qualified person? Are age restrictions applicable in your field of work?
- What tasks are included in the job description?
What are the types of activities, tasks and duties? What must and what should the candidate do? Do you need to build a team or does one or just a few people be sufficient to work purposeful and efficient?
- How much are you able to finance?
How much do you want to offer? Can you cover the training time with a consistent cash flow? Can you offer incentives, for example financial rewards like paid training, childcare vouchers, paid transport and parking or gym memberships or non-financial incentives like recognition, rewards, opportunities or flexibility?
- What are the legal employment requirements in your country and state?
What is the current Health, Safety and Security legislation? What contractual employment rights are in place? What is the minimum wage? Do you have to offer a minimum hour contract? Is there a maximum hour restriction? Does the candidate have to have a minimum age? Do you have to adhere to Equality and Diversity laws and regulations? How long is the minimum trial period? How can you dismiss an employee? Do you have to pay into a health insurance or pension scheme for your employees? Do you have to continue to pay during times of absenteeism? What about Data protection?
By going through each of the above questions and taking notes of the answers, you will have a basis of what you need and want and it will help you when writing the contract. In any case you should provide each employee with a written contract, as this will be a legal document that both of you can rely on.
The main points that should be included in a contract of employment are;
- Employer’s name
- Employee’s name
- Date of commencement of employment
- Main place of work
- Work and Job description
- Detail about the work to be done or the result that is expected
- Payment (Method, manner and timing of payments and who pays for expenses)
- Intellectual Property
- Confidential Information
- Subcontracting (if applicable)
- Exclusivity agreement
- Restricts the contractor from working for other clients during the contract period
- Restraint of trade
- Responsibility for fixing faulty or incomplete work
- Procedure for settling disputes
- Contract termination
- Date & Signature of both parties
I personally prefer either to work with Freelancers or Independent Contractors, as it minimizes not only my risks but I also pay only for work completed and not for chats at the water cooler. On the over side, I am very aware that this form of contracting is not manageable in other industries, retail for example.
I recommend getting legal advice prior to employing someone permanently, due to the complexity of some rules and regulations in some countries.
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All the Best,
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