As an owner or manager of a small business the time will come when you will consider hiring additional staff.

Before deciding to take that step you should carefully consider the following:

Does A Need Really exist?

Before you go blowing your advertising budget and incurring, perhaps unnecessary, hiring expenses, ask yourself the following questions:

• Is there an ongoing staffing need? Does the position need to be filled permanently? Or is this current increase in workload due to peaks and troughs in your industry?
• Can the workload be managed by altering the duties of current staff so that an additional person will not be required?
• Are there any tasks currently being performed that are really no longer necessary? Often as a business grows the duties of a position may change. Would a streamlining of procedures alleviate some of the workload?

Answering these questions will help you to determine if a recruitment need really does exist.

Once you have determined that you need an extra pair of hands you should then determine the basis of employment. Do you need to fill the position on a permanent, casual or temporary basis.

Would you be better off hiring a sub contractor. Or should you hire someone on a part time basis. Could you use the services of a labour hire company?

It is surprising how many business owners and managers do not understand the difference between the categories of employment. There is no such thing as a 'permanent casual' yet this term is regularly used within small businesses.

For information and advice on the categories of employment please see Recruitment For Your Small Business Part 1a Employment Categories and the Basis of Employment.

Your next step should be to prepare the job description and person specification.

The job description and person specification can be as detailed or as simple as you like. A general rule of thumb is that the more complex and specialised the position then the more involved the descriptions will be.

The benefits of developing a job description and person specification are many. Firstly, this process will help you to decide on the essential qualifications of a candidate rather than a weak wish list.

This process will also give you a clear idea of what is required in an applicant. From here you can then prepare solid interview questions. You can also decide which method of recruitment is most suitable for the vacancy at hand,as well as for your business.

Thirdly compiling a job description and person specification will ensure that you are assessing all applicants against the same set of criteria.

Ideally by taking the time to prepare a job description and person specification you will eventually select a candidate who is a good 'fit' for the position. You will often hear people talk about co workers or previous staff and say that they either did or didn't 'fit' in.

The preparation of both of these important documents can help to ensure that you get the fit right the first time. This will benefit your business.

This process may seem a little time consuming but the benefits to your business are enormous. An effective recruitment campaign will pay you dividends. Once the job description and person specification have been completed you then have them available to use again the next time you recruit for the same, or a similar, position.

Coming Up. Part 1a Employment Categories and the Basis of Employment

If you would like further information please visit the recruiting employees section of my how to start a business website.