How to recruit and hire your initial team

Ready to build your team?

Hiring your first employee is a huge milestone. It means your business is growing, and you can’t do it all alone anymore. But it’s also a big responsibility. Getting the right people in from the start can make all the difference. This guide will walk you through the key steps to finding, interviewing, and legally hiring your first team members.

Step 1: Laying the groundwork

Before you even think about posting a job advert, you need to be prepared. The clearer you are about what you need, the easier it will be to find the right person.

• Define the role: You'll need a clear job description that outlines the responsibilities, skills, and experience required. This is the blueprint for your ideal candidate.
• Set the salary: Research the market rate for the role you're hiring for. You must pay at least the National Minimum Wage, but a competitive salary will attract better candidates.
• Understand your duties: Taking on staff comes with legal responsibilities. You'll need to think about things like employment contracts, workplace pensions, and providing a safe working environment.

Step 2: Advertising your position

Now it's time to get the word out. You want to advertise where your ideal candidates are likely to be looking.

• Online Job Boards: Websites like Indeed, Reed, and Totaljobs are popular places for job seekers in the UK. Many offer free posting options.
• LinkedIn: This is the go-to platform for professional roles. You can post a job and also actively search for people with the right skills.
• Specialist Sites: If you're in a specific industry, like hospitality or tech, there are often specialist job boards that attract experienced candidates.
• Your own network: Don't underestimate the power of word-of-mouth. Let people in your professional and personal networks know you're hiring.

Step 3: The interview process

Once the applications start coming in, you need a process to identify the best candidates. For many, a two-stage process works well.

1. The Phone Screen: A brief, 15-20 minute phone call can help you quickly assess a candidate's basic experience, interest in the role, and salary expectations. It’s a great way to create a shortlist for face-to-face interviews.
2. The In-Person (or Video) Interview: This is your chance to dig deeper. Prepare a set of consistent questions to ask everyone, focusing on their skills, past experiences, and how they'd handle situations relevant to the job.

Top Tip: During the interview, don't just focus on skills. Think about their personality and attitude. Would they fit in with your business culture? Are they enthusiastic and proactive? You can teach skills, but you can't teach a positive attitude.

Step 4: Making an offer and doing the checks

You've found the perfect person – brilliant! Now you need to make it official and ensure everything is above board.

First, make a verbal offer over the phone. If they accept, you must follow it up with a formal written offer via email or post. This should include the job title, salary, start date, and any conditions (like satisfactory references).

Before they start, you have a legal obligation to conduct a few pre-employment checks:

• Right to Work Check: You must check that the candidate is legally allowed to work in the UK. You can do this by checking their original documents (like a passport) or using the Home Office's online service. There are significant fines for getting this wrong.
• References: It's good practice to check at least two references from previous employers to verify their work history and character.
• Other Checks: Depending on the role, you might need a DBS check (for roles involving work with children or vulnerable adults) or to verify specific qualifications.

Step 5: The employment contract

Once all checks are complete, you must provide your new employee with an employment contract. Legally, this is known as a 'written statement of main particulars of employment'.

This document sets out the terms of their employment and must be given to the employee on or before their first day of work. It should include key details like:

• Business name and employee's name
• Job title and start date
• Salary and pay schedule
• Hours of work
• Holiday entitlement
• Notice period
• Information on pension and disciplinary procedures

You can find templates on government websites like GOV.UK, but for your first hire, it can be wise to get advice from an HR professional or a legal expert to ensure you're fully compliant.

Hiring your first team member is a transformative step. By following these steps carefully, you can make sure you do it right and set your business up for success.