When it’s time to bring employees on board

Managing employees: The HR essentials all employers and managers need to know!

 Video One – When it’s time to bring employees on board

 KATH:  Hi, everyone. Welcome. It’s Kath here from Compass Business Support, and today I’m joined by Paulette McCormack from Fresh HR Insights. And this is the very first of a series of videos that we’re going to be doing for you all about HR essentials, what employers need to know. So welcome, Paulette. Thank you so much for joining me.

Paulette: Thank you for having me along, Kath. I’m so excited about this series.

Yeah, me too. I think it’s going to be a great insight for all of our clients, anyone who’s employing a team or thinking about employing a team in the future, this series is absolutely necessary for you to know.

And it’s great the way we’ve structured it, too. So, we’re going from when you’re bringing people on board or thinking about it, right through to the separation process and everything in between. So, you mustn’t miss any of these ten step processes.

That’s right. And the other great thing just for joining us today, we’ve actually got some really great special offers at the end. So, if you stick through, watch the end of the video, you’ll actually get some free links and also some great special offers from both of us. Very exciting, very exciting. Absolutely. So, I suppose we should get started. So, this is all about before you actually take on an employee. We’ve got some questions to ask you today, Paulette. Now the first thing, this is all about before you actually take an employee on board. So, the first question I’ve got for you today is …….

Question One: How do you know when you’re actually ready to start taking on an employee, when you’re ready to take on a new team member?

Fantastic question. And it’s one that I do get asked quite often, as well. The main thing is you’ve got to make sure you’re financially ready to bring on a person on board. So, what I do suggest to the small business owners is to actually think about how much they’re going to pay them. Obviously, make sure it’s within the award as well, that’s why it’s important. And you need to put that money aside for a period of three months. I say if you put it into a high interest savings account, if there is such a thing anymore, pop it into there and then just save it all up. And if you can afford to pay that every single week for three months, then it looks like you’ll be financially in a position to employ someone. So, there’s nothing worse than bringing someone on board and finding out that you cannot pay them. You don’t want to do that. You know if you get to the three months and find that maybe it’s not the right thing, cause you’ve had to think about it as well, then you’ve got a little investment pot as well.

Absolutely. What a great suggestion. It’s something I would never have thought about prior to employing people. But that’s a really great suggestion.

Because once you bring someone on board, and that’s what we’ll go into as well through the series, and it’s even in one of the freebies that you’ll be getting today … Shh, it’s a freebie … is in that … As well as depending on what kind of employee you’re go to bring on board, as well. If it’s occasional, then you’ve got a bit of more flexibility. But if you’re a permanent part-time/permanent full-time, you’ve got a notice period to pay as well.

That’s right. You want to make sure that you can afford that, that you’ve actually got the funds there. Yeah. You don’t want to back yourself into a corner, that’s for sure. Absolutely not. Okay. That’s a great answer. Thank you very much. So, second question is ……

Question Two: Where do you start?

Another good question. Once you’ve got your pot of money that you’ve got there in a high interest savings account, is then to actually looking at what kind of person.

We’ll find one of those one day.

We’ll find one and we’ll let you know. It’ll be another video. That’s right. I meant like when you’re looking at what kind of person to bring in or where do you start, is as you’re bringing the money together and start looking at what you’re doing as a job and start mapping out what are you doing, and then actually making out, “Well, what could someone else do?” So, when you bring a person on board as a small business owner, it’s tempting to carry on wanting to manage the whole process and not letting go. So, it’s starting to map out the letting go process because there’s no point bringing an employee on board and becoming that helicopter.

No, that’s exactly right.

Nobody likes a micro-manager.

And I think most small business owners can be … They’re kind of guilty of that, wanting to control everything that goes on in the business. So, this is a really great point that making sure that you’ve got a whole list of things that you either don’t want to do or you don’t like doing, that you can actually delegate to your new employee.

Cause you want to be working on your business and no longer in your business. And that’s why you’re going to bring on an employee. So, you need to make sure you have the work for them to do ’cause you’re soon going to get pretty annoyed if you’re paying a wage and they’re sitting there doing nothing. And you’d be lying if you said, “No, won’t.” Cause you will.

Absolutely. So, the third question I’ve got for you today, ………

Question Three:  which type of employee would suit me best?

Again, this comes down to what business you’re running and what your needs are. So, in that three month period you had been working that out, the role and everything. Now, if your business is fluctuating where some weeks it’s busy and some weeks it’s quiet, I would recommend you look at getting a casual. And a casual employee doesn’t have set hours. Each day is into their contract, and then they start again the next time you have them in. So, one week you might need them three days and next week you might need them four days. Next week you might only need them one. So, you’ve got that flexibility. Whereas for the permanent part-time person or a permanent full-time, they have consistent hours and you have to pay them even if there’s no work. So that’s why casual is so much better. Now, there is a casual for conversion in the pipeline coming in across all the awards, or it is in some already, so you need to be mindful of that. But that doesn’t actually apply to an irregular or casual. So, someone who’s hours are all over the place. So, you don’t need to worry about it too much if you’ve got a regular casual, only if you’ve got a systematic or regular casual when their hours are pretty predictable. And it’s something I can help you with anyway.

Absolutely. And does that vary across the different awards as well? That casual ruling?

It does. Yes, some of the awards already have that in. So the building and construction industry, that tends to have … that does have it already, so be mindful of that. But when you’re looking at the retail or the clerical award, then it’s certainly not a [inaudible 00:05:32] at the moment, but it’s something I can help people with.

Absolutely. So that’s the great thing about this video series too is that you’ve always got that expert here to help you. So, Paulette’s always on hand to be able to answer questions and advise you in the right direction. So, I think that’s all the questions. We’ve got for our very first video. I hope this has been really helpful to you guys and you are going to get great value from this, not only today but also the rest of the series that we’ve got. And did you want to talk a little bit about your giveaways today?

Yeah. So, we’ve got an amazing gift. What I’ve actually done is I’ve done a fact sheet for you. It’s actually turning into a fact booklet. I’m also a university lecturer, so I tend to play in the academic space a lot as well. And I can’t help myself but to give a lot of information. Just can’t stop. And so, I’ve actually put a lot in there as well. And there’s also a free checklist you to go and have a look at what the employer/employee relationship is and what different categories of employees that you can have as well. So, you’ll follow the link. We are going to put it on the bottom here. They’re all downloadable, they’re all free, they’re all available to you, no strings attached.

Excellent. That sounds like it’s got lots of great information in there.

There’s an awful lot of information.  Thank you so much and we hope you got lots of information. And do share. Share with everybody who you think would be interested.

And we look forward to seeing you at the next video. Take care.

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