Employing someone - top tips!
Discussion
How much experience do you have with managing people or being managed yourself. The right person will make your business the wrong person will break it.
The personal life of your employee will effect your business far more than any qualifications they have. (obviously assumed you have a list of candidates with roughly the same qualifications so their personal life becomes the deciding factor.
Do they want to progress and become the next you or use you to gain experience then set up against you?
The personal life of your employee will effect your business far more than any qualifications they have. (obviously assumed you have a list of candidates with roughly the same qualifications so their personal life becomes the deciding factor.
Do they want to progress and become the next you or use you to gain experience then set up against you?
Don't employ someone who is liable to start producing children or who has got some liable to start school.
Sorry, folks with kids, but that's the way it is. These days they'll be wanting some of that "work-life balance", which is going to be a work of pain if there are just two of you.
Sorry, folks with kids, but that's the way it is. These days they'll be wanting some of that "work-life balance", which is going to be a work of pain if there are just two of you.
According to my sister, who started from scratch and ended up employing 37 full and part timers. Peferably someone who….
Has worked in a small business before.
You get along with. In a company of 2, there would be no hiding from each other.
Seems to be a sorted individual, there’s a Belgian(?) saying “someone who has enough legs on their table”.
If female, try not get to swayed by any physical characteristics.
As someone who has interviewed plenty, although this is more for corporate land, make sure you get your questions sorted out beforehand, and what you want to hear as an answer, and grade accordingly. No interview is really an “informal chat” - it could be someone’s lifeline.
The advice in the posts above is also highly relevant, although maybe controversial!
Has worked in a small business before.
You get along with. In a company of 2, there would be no hiding from each other.
Seems to be a sorted individual, there’s a Belgian(?) saying “someone who has enough legs on their table”.
If female, try not get to swayed by any physical characteristics.
As someone who has interviewed plenty, although this is more for corporate land, make sure you get your questions sorted out beforehand, and what you want to hear as an answer, and grade accordingly. No interview is really an “informal chat” - it could be someone’s lifeline.
The advice in the posts above is also highly relevant, although maybe controversial!
Dog Star said:
Don't employ someone who is liable to start producing children or who has got some liable to start school.
Sorry, folks with kids, but that's the way it is. These days they'll be wanting some of that "work-life balance", which is going to be a work of pain if there are just two of you.
"Work life balance" - hell's teeth!!! What is the world coming to?Sorry, folks with kids, but that's the way it is. These days they'll be wanting some of that "work-life balance", which is going to be a work of pain if there are just two of you.
Top tip - flexible working isn't a statutory obligation.
2Btoo said:
Guys,
I run a small business.
It's been a (modest) success. I am therefore looking to employ someone. I'm seeing someone for an 'informal chat' on Wednesday.
What advice would you give someone who is looking to employ their first employee? All suggestions welcome.
Thanks.
- Draw up a Job Description (what you expect the person to do on a regular basis , or to be able to do with some training)I run a small business.
It's been a (modest) success. I am therefore looking to employ someone. I'm seeing someone for an 'informal chat' on Wednesday.
What advice would you give someone who is looking to employ their first employee? All suggestions welcome.
Thanks.
- Draw up a person specification (listing the skills/qualification/experience that the ideal candidate must/should have)
- draw up a list of questions which will show how the person can do the things in 1 above
- draw up a list of questions which show how the person has the qualities listed in 2 above
-
My top tip would be don't!
Can you hire someone on a freelance basis? Maybe someone who is older, has kids etc. Then they can work less but it won't bother you as you are only paying when they work.
In my experience salaried people cost a fortune, constantly push the boundaries and then are expensive to get rid of. The nicer you are the worse it is.
I'll never hire a permeant member of staff again :-) Other people's experiences might vary!
Can you hire someone on a freelance basis? Maybe someone who is older, has kids etc. Then they can work less but it won't bother you as you are only paying when they work.
In my experience salaried people cost a fortune, constantly push the boundaries and then are expensive to get rid of. The nicer you are the worse it is.
I'll never hire a permeant member of staff again :-) Other people's experiences might vary!
kwit messing up your business 
NorthDave said:
My top tip would be don't!
Can you hire someone on a freelance basis? Maybe someone who is older, has kids etc. Then they can work less but it won't bother you as you are only paying when they work.
In my experience salaried people cost a fortune, constantly push the boundaries and then are expensive to get rid of. The nicer you are the worse it is.
I'll never hire a permeant member of staff again :-) Other people's experiences might vary!
Agree with above, becoming an employer again would be my last resort. Is using agency or freelance staff an option?Can you hire someone on a freelance basis? Maybe someone who is older, has kids etc. Then they can work less but it won't bother you as you are only paying when they work.
In my experience salaried people cost a fortune, constantly push the boundaries and then are expensive to get rid of. The nicer you are the worse it is.
I'll never hire a permeant member of staff again :-) Other people's experiences might vary!
Dog Star said:
Don't employ someone who is liable to start producing children or who has got some liable to start school.
Sorry, folks with kids, but that's the way it is. These days they'll be wanting some of that "work-life balance", which is going to be a work of pain if there are just two of you.
Ignore the cave man! Although, to be fair, it is commendable that he has learned to use stone tools to type on the internet. Sorry, folks with kids, but that's the way it is. These days they'll be wanting some of that "work-life balance", which is going to be a work of pain if there are just two of you.
OP, if in doubt, you can buy in HR consultancy from service providers. Shop around to pick a good one. General rule for employer: be fair, be reasonable.
Joking apart: REALLY ignore the cave man. A small business can ill-afford the hassle and cost of litigation, or the cost of an adverse finding by a Tribunal. Do not at the interview ask about personal life.
It is in reality easy to be a good employer and never get sued. But if in doubt take advice from an actual person that you meet or talk to on the phone, preferably one who is insured against getting stuff wrong. This is a business investment, so invest for success.
It is in reality easy to be a good employer and never get sued. But if in doubt take advice from an actual person that you meet or talk to on the phone, preferably one who is insured against getting stuff wrong. This is a business investment, so invest for success.
PS: PH member Jasanjules is, AIUI, a freelance employment lawyer and/or HR adviser, who works on a direct public access basis. He/she is well informed on employment law and HR issues. I do not know if he/she is expensive or moderate (but cheap is rarely good anyway). Ping him/her a PM. If he/she cannot help, he/she may know a good HR consultant who can help.
Guys,
Thanks for your answers. This thread is shaping up to be exactly what I wanted (perhaps a first for any PH thread!) - which is good general advice on employing someone.
Bit more background:
I run a small lettings agency. It came about by accident and has proven to be quite successful. However the nature of the work is enormously varied and in a typical day I may find myself showing people a London house, negotiating with tenants, cleaning out a drain, negotiating with English Heritage, helping an electrician or talking to a foreign-based landlord (sometimes via an agent or interpreter). I would like to find someone who can replace me entirely and free me up to grow the business but I am unlikely to find someone with a skill set that large so someone who can take part of the job off me would be good. A competent administrator for 2 days a week would be fine, as would someone with practical experience of property management who can act as a go-between between a tradeperson and a landlord.
I have experience of employing people before for other businesses; I recruited a number of people up to SCS grade in Civil Service in years gone by but the thought of doing something for my own (tiny) business scares me, for precisely the reason that Slipstream1985 said - "The right person will make your business the wrong person will break it". I am concerned on three fronts;
1. I want to do the right thing by the person and the business and set things up properly.
2. The logistics of the thing worry me; where will they sit? How will I configure the company eMail system so that the right eMail goes to the right place? I work from home and hold keys for the properties in a key safe here but if the new person works from their home (most likely) then how will they access the keys? Do I have to buy them a mobile 'phone or can I pay a contribution to their own 'phone bill? etc etc etc
3. Finding the right person ....
I am having a genuinely informal chat with a potential person this Wednesday, over coffee. They have been introduced by a friend who has known them for a long time in a similar-ish business. The person has grown-up kids and her husband has a job. (This relieves me greatly; if I employed someone who was entirely reliant on what I pay them to live, and - worse - had a dependant or two then I would feel terribly responsible for them should anything happen to the business or to me). I think they would be amenable to starting off as a freelancer for a few months, and I know they are looking for something part-time. This possibly answers a few of the concerns already raised on this thread (hello NorthDave and Tony21k!). I have drawn up a job description and a person spec but am aware that I can be very flexible; I started the business knowing very little about the lettings industry and am happy to train whoever comes along. What I can't do is employ someone with poor judgement, poor personal skills, bad English and who is not a fairly clear and sharp thinker. If the person is outgoing, friendly, bright and can put a good eMail together then they are probably 90% of the way there.
BV, thanks for your input. HR consultancy is an option but the budgets are small (as with any small business) and I'm not sure I could afford it. I am however aware of the argument that says that I may not be able to not afford it.
Thanks again for the advice.
Thanks for your answers. This thread is shaping up to be exactly what I wanted (perhaps a first for any PH thread!) - which is good general advice on employing someone.
Bit more background:
I run a small lettings agency. It came about by accident and has proven to be quite successful. However the nature of the work is enormously varied and in a typical day I may find myself showing people a London house, negotiating with tenants, cleaning out a drain, negotiating with English Heritage, helping an electrician or talking to a foreign-based landlord (sometimes via an agent or interpreter). I would like to find someone who can replace me entirely and free me up to grow the business but I am unlikely to find someone with a skill set that large so someone who can take part of the job off me would be good. A competent administrator for 2 days a week would be fine, as would someone with practical experience of property management who can act as a go-between between a tradeperson and a landlord.
I have experience of employing people before for other businesses; I recruited a number of people up to SCS grade in Civil Service in years gone by but the thought of doing something for my own (tiny) business scares me, for precisely the reason that Slipstream1985 said - "The right person will make your business the wrong person will break it". I am concerned on three fronts;
1. I want to do the right thing by the person and the business and set things up properly.
2. The logistics of the thing worry me; where will they sit? How will I configure the company eMail system so that the right eMail goes to the right place? I work from home and hold keys for the properties in a key safe here but if the new person works from their home (most likely) then how will they access the keys? Do I have to buy them a mobile 'phone or can I pay a contribution to their own 'phone bill? etc etc etc
3. Finding the right person ....
I am having a genuinely informal chat with a potential person this Wednesday, over coffee. They have been introduced by a friend who has known them for a long time in a similar-ish business. The person has grown-up kids and her husband has a job. (This relieves me greatly; if I employed someone who was entirely reliant on what I pay them to live, and - worse - had a dependant or two then I would feel terribly responsible for them should anything happen to the business or to me). I think they would be amenable to starting off as a freelancer for a few months, and I know they are looking for something part-time. This possibly answers a few of the concerns already raised on this thread (hello NorthDave and Tony21k!). I have drawn up a job description and a person spec but am aware that I can be very flexible; I started the business knowing very little about the lettings industry and am happy to train whoever comes along. What I can't do is employ someone with poor judgement, poor personal skills, bad English and who is not a fairly clear and sharp thinker. If the person is outgoing, friendly, bright and can put a good eMail together then they are probably 90% of the way there.
BV, thanks for your input. HR consultancy is an option but the budgets are small (as with any small business) and I'm not sure I could afford it. I am however aware of the argument that says that I may not be able to not afford it.
Thanks again for the advice.
Breadvan72 said:
PS: PH member Jasanjules is, AIUI, a freelance employment lawyer and/or HR adviser, who works on a direct public access basis. He/she is well informed on employment law and HR issues. I do not know if he/she is expensive or moderate (but cheap is rarely good anyway). Ping him/her a PM. If he/she cannot help, he/she may know a good HR consultant who can help.
That could be a very helpful comment, thanks. I knew that JasandJules was a legal type but didn't know that employment law was his/her bag. I'll drop them a line. Thanks again. Countdown said:
- Draw up a Job Description (what you expect the person to do on a regular basis , or to be able to do with some training)
- Draw up a person specification (listing the skills/qualification/experience that the ideal candidate must/should have)
This is very important.- Draw up a person specification (listing the skills/qualification/experience that the ideal candidate must/should have)
Start with a job profile. What do you want this person to do? What will they be responsible for? Where will they sit in the business?
Then, draw up what the person needs to be able to fulfil that profile. i.e experience, skills, etc.
These two things are your bible. Do not employ someone who doesn't fit the job or skills profile, no matter how keen they are, how quick a learner or what their circumstances are.
Interview a few people who fit the job and skills profile. I always think you need to talk to some people who don't quite fit to highlight the people that do fit.
Breadvan72 said:
Dog Star said:
Don't employ someone who is liable to start producing children or who has got some liable to start school.
Sorry, folks with kids, but that's the way it is. These days they'll be wanting some of that "work-life balance", which is going to be a work of pain if there are just two of you.
Ignore the cave man! Although, to be fair, it is commendable that he has learned to use stone tools to type on the internet. Sorry, folks with kids, but that's the way it is. These days they'll be wanting some of that "work-life balance", which is going to be a work of pain if there are just two of you.
OP, if in doubt, you can buy in HR consultancy from service providers. Shop around to pick a good one. General rule for employer: be fair, be reasonable.
In this instance take the advice of the caveman.
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