Successful employee hiring
Effective hiring: A step-by-step guide
A business is its people – the heart and driving force behind it. Hiring new employees is not just a necessary process but a strategic investment that shapes the long-term success of your business. In this guide, you’ll find practical advice for every step: from identifying your needs to smoothly integrating the new team member.
Financial management principles: How to organize & Control your finances
Financial management involves planning, organizing, controlling, and monitoring your money to maintain stability, avoid debt, and maximize the efficiency of your financial resources.
1. Identify recruitment needs
Internal needs assessment: Evaluate whether there are skill or responsibility gaps and consider whether they can be addressed by reallocating existing staff or by creating a new role.
Collaboration with team leaders: Discuss team requirements with department heads to define essential skills and experience.
Choose the right contract type: Decide whether the role requires a full-time, part-time, or temporary contract.
2. Define job requirements
Job description: Craft a comprehensive description detailing clear responsibilities, required skills, qualifications, experience, and company culture. Include any specific knowledge or certifications required.
Job title and salary: Choose a clear job title and set a competitive salary range based on market trends.
3. Post the job and search for candidates
Online platforms: Advertise the position on company websites, LinkedIn, and other relevant job boards.
Networking: Leverage personal contacts, referrals, and professional networks to find strong candidates.
Recruitment professionals: For specialized roles, consider collaborating with recruitment agencies.
4. Evaluate candidates
Initial screening: Filter resumes and cover letters to shortlist candidates who meet the primary criteria.
Automated tools: Use applicant tracking systems (ATS) for high-volume applications.
Assessment criteria: Define minimum requirements for candidates to advance to the next stages, such as additional questionnaires, psychometric tests, or skill-based assessments.
5. Interviews
Questionnaire: Design interview questions focused on interpersonal skills, technical abilities (if applicable), and alignment with the company’s culture and values.
Candidate communication: Keep applicants informed about the progress of their application, the next steps, and timelines.
6. Final selection and offer
Reference checks: Contact previous employers or references to verify the candidate’s experience, work ethic, and reliability.
Written offer: Provide a formal offer including terms, responsibilities, salary, benefits, and any bonuses.
Negotiation: Be prepared to negotiate the final details of the offer.
7. Onboard your new employee
Administrative formalities: Complete all necessary paperwork, including signed agreements.
Welcome and training: Introduce the new hire to the team, and provide details about company culture, processes, and role responsibilities.
“Buddy” system: Assign an experienced colleague as a “buddy” to support the new hire during their transition.
Orientation program: Offer a comprehensive introduction to the company’s culture, vision, and values. Complement the training with e-learning courses or educational modules to help the new employee understand the core processes and policies of the organization. If needed, include tests or assessments to ensure a smooth onboarding process.
Set goals: Establish realistic and measurable goals for their first weeks or months.
Employer obligations in employee hiring
Once the hiring process is complete, there are several important steps to ensure legal compliance and maintain transparency in workplace relations. Here’s a breakdown of the key responsibilities every employer should follow.
1. Draft and sign employment contracts
Contract drafting: Employers must draft and sign employment contracts, whether fixed-term or indefinite, full-time, or part-time.
Written form: Although verbal agreements are legally acceptable, a written format is always recommended for transparency and proof of terms. Written contracts are mandatory for part-time roles.
Signatures: Contracts must be signed by both parties (employer and employee) either physically or electronically to ensure legal validity.
2. Notify employees of essential terms
Employee notification: The employer is obligated to provide the employee with written or electronic information regarding the essential terms of their contract, no later than one (1) week from the commencement of their employment. While the law does not mandate a written form for the conclusion of the contract, this notification serves as proof and ensures transparency.
Notification content
The notification provided to the employee should include:
Employer and employee identity
Workplace location
Job title, description, and duties
Start date and employment duration (if applicable)
Daily and weekly working hours
Paid leave duration, method, and timing
Termination procedures and severance details
Applicable wages and benefits
Reference to any relevant collective labor agreements
Additional notification: Within one (1) month, employers must also provide information about:
Paid leave duration and granting methods.
Severance pay and related procedures.
Applicable collective agreements.
3. Submission of forms to the ERGANI II System
Hiring announcement (E3 Form): Mandatory submission on the day of hiring and before the employee begins work.
Submission of employment terms: Essential employment terms or a written contract (if applicable) must be uploaded before work begins.
Part-Time Agreements (E9 Form): Part-time contracts must be submitted to the ERGANI II system within eight (8) days of signing
Useful Business Templates
A template used to identify the difference between the current and the desired state, identifying improvement actions.
A template for evaluating employees' performance, recording skills, achievements, and areas for improvement.
A structured plan outlining how your business will promote, sell, and deliver its products or services to meet revenue goals.
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