Essential Steps to Take Before Hiring a New Role in Your Business
Hiring a new employee is an exciting step for any business, especially in the allied health and disability sectors, where the right team members can make a significant difference in your direct service delivery. However, before you dive into the recruitment process, it’s crucial to lay a solid foundation from an HR perspective. Here are the essential steps you should take to ensure a smooth and compliant hiring process.
1. Develop a Clear Position Description
A well-crafted position description (PD) is the cornerstone of a successful hiring process. It serves as a guide for both you and potential candidates. Start by outlining the key responsibilities of the role, the skills and qualifications required, and how this position fits within the broader organisational structure.
Include specific details about the expected outcomes and performance indicators to ensure candidates understand what success looks like. The clearer your PD, the more likely you are to attract candidates who align with your needs and culture. We have a free template that you can download to help you get started.
2. Understand the Relevant Award and Classification
In Australia, employment conditions are governed by various awards and agreements. Understanding which award covers the position you are hiring for is crucial, as this will dictate the terms and conditions of employment, including pay rates, hours of work, and leave entitlements.
Make sure to classify the position correctly. Misclassification can lead to compliance issues and potential legal ramifications. Research the relevant modern award that applies to your industry and ensure you understand its stipulations.
3. Determine the Correct Pay Rate
Once you know the applicable award and classification, you’ll need to determine the correct pay rate. Ensure you are offering a competitive salary that not only complies with the legal requirements but also reflects the level of expertise and experience required for the role.
Keep in mind that transparency around pay can help you attract top talent. Consider offering additional benefits or incentives that might make your offer more appealing, such as flexible working arrangements, professional development opportunities, or additional leave entitlements.
4. Write an Engaging Job Advertisement
Now that you have a clear PD, an understanding of the award, and a pay rate in mind, it’s time to craft your job advertisement. This is your opportunity to sell the position and your organisation to potential candidates.
Highlight the unique aspects of your workplace culture, the benefits of the role, and the impact that the successful candidate will have on clients and the team. Use engaging language and ensure the ad is easily readable. Include essential information such as how to apply, the closing date for applications, and any specific requirements candidates need to meet.
5. Prepare Thoughtful Interview Questions
Interviews are your chance to assess candidates beyond their resumes. Prepare a mix of behavioral and situational interview questions that allow candidates to demonstrate their skills and experience.
Focus on questions that reflect the values and expectations outlined in your PD. For example, if teamwork is crucial for the role, ask candidates about their experience collaborating with others and how they handle conflicts in a team setting. Tailoring your questions to the position helps you gauge how well candidates will fit within your organisation.
6. Develop Reference Check Questions
Reference checks are an essential step in the hiring process. They provide valuable insights into a candidate’s past performance and behavior. Prepare a list of questions that focus on the candidate’s strengths, weaknesses, and work ethic.
Ask previous employers about the candidate’s ability to work in a team, handle pressure, and meet deadlines. Additionally, inquire about their interpersonal skills, particularly in the context of the allied health or disability sector, where empathy and communication are paramount.
7. Draft a Comprehensive Employment Contract
Once you’ve selected a candidate, it’s time to prepare their employment contract. This document should outline the terms and conditions of employment, including job responsibilities, pay rates, working hours, and any applicable probationary period.
Make sure to comply with all legal requirements, including those outlined in the Fair Work Act and any relevant awards. Clear communication in the contract helps prevent misunderstandings down the line.
8. Plan for Effective Onboarding
Onboarding is more than just paperwork; it’s about integrating new employees into your organisation. Create a structured onboarding program that covers essential information such as company policies, procedures, and culture.
Include training sessions, mentorship opportunities, and introductions to team members to help new hires feel welcomed and supported. A strong onboarding process not only boosts employee engagement but also increases retention rates.
Hiring a new employee is a significant investment in your business. By taking these critical steps from an HR perspective, you’ll ensure that you are well-prepared to attract and retain the right talent for your organisation. From crafting a clear position description to planning an effective onboarding process, each element plays a crucial role in building a strong, capable team in the allied health and disability sectors. By investing time in these foundational steps, you can create a hiring process that not only meets compliance standards but also promotes a positive workplace culture.
