Staff

Action:

• Complete a job profile:
  • Essential skills/qualifications
  • Desirable skills/qualifications
• Set out job priorities and objectives
• Confirm the hours
• Confirm the salary range and bonus arrangements (if any)
• Confirm the working patterns and location
• Identify the ideal candidate profile

Develop a draft contract (6 months’ probation)

Action:

• Check out high level employer duties
• Understand key responsibilities and legal obligations plus employee rights
• Understand National Minimum Wage rules

Action:

• Develop the job advertisement (sell your organisation)
• Develop the application process – form/CV etc.
• Identify the recruitment channel:
  • Direct /open ad
  • Recruitment agency
  • Social media
  • Graduate placement or apprentice (Colleges)
  • Informal approach

Action:

• Confirm the interview:
  • Panel
  • Venue
  • Questions
  • Scoring matrix

Action:

• Sift the candidates – those who meet agreed criteria
• Contact candidates re interviews and advise those not making interview

Action:

• Finalise interview questions and scoring matrix
• Interview all candidates
• Rank all candidates

Action:

• Contact top ranked candidate and offer job
• Agree terms – salary/working hours/annual leave etc.
• If not accepted, work through second ranked etc.
• Develop/issue contract (zero hours or fixed term) with start date

Action:

• Ensure working location set up and ready
• Finalise induction/training process
• Prepare customers/staff etc.
• Set up interim review process re performance against agreed objectives – monthly/quarterly
• Register as an Employer for HMRC PAYE
• Set up payroll (internal or external processing)

Action:

• Complete induction
• Monitor work
• Provide feedback

Action:

• Quarterly performance reviews
• Feedback
• 6 months’ probation assessment

Action:

• Training & Development plans