Work out what help you need

Before you hire someone, work out if you have gaps in your business and how staff can fill them:

  1. Look at your current business needs – review your goals and work out what level of staff support you'll need.
  2. Think about what sort of hours you'll need your new staff member to work to meet your business needs.
  3. List the tasks that you'll need your new staff member to perform. Be clear on what skills and abilities they need.
  4. Outline the results that you want for your business from hiring new staff.

Our workforce planning tools can help you do this.

Calculate the financial costs

Consider the investment in hiring a new staff member and whether you can afford it.

As well as wages, you might have to pay WorkCover insurance and spend money to make sure the workplace is OHS compliant.

Our Cash flow forecasting template (XLSX 76.01 KB)XLSX icon can help you work out the impact hiring a staff member might have on your cash flow.

Deal with your legal obligations

Make sure that you comply with your legal obligations as an employer:

1. Check the employment type and entitlements

Decide the employment type such as casual or full-time.

Understand the correct rate of pay and employment conditions you'll need to provide your new employee.

2. Make your workplace safe

Assess your workplace health and safety to make sure your business is safe for an employee.

Register for WorkCover insurance if you need to.

3. Set up PAYG and payroll tax

Set up pay as you go (PAYG) withholding and your payroll tax processes.

Start the recruitment process

Find a person who fits your business by following these steps:

1. Think about what you have to offer

Define your value proposition – what will employees get from working for you? You want to be able to sell the idea of working for your business to potential candidates.

2. Create a job description and ad

Write a position description and job advertisement.

The description of the role should include day-to-day tasks, responsibilities and level of authority.

In your job ad, include background about your business, future prospects and any benefits you're offering.

3. Advertise to the right people

Your target audience might vary depending on the hours you're offering, or the skill level required for the role.

When you're ready to advertise, think about who you're trying to appeal to and how they might look for job vacancies. For example, casual food and beverage jobs might suit having an ad placed on university online portal chat boards.

Advertising to the right places will reduce your effort and get a better result.

4. Start the interview process

Based on the job description, come up with a selection process and criteria to help narrow down your applicants. Then contact the best applicants and conduct interviews.

Onboard your new recruit

When you've found the right employee:

Create a staff manual

Develop a staff manual tailored to your business and give it to every employee you hire. Your manual lists the standards and processes you set for:

  • how the business is run
  • what's expected of your employees
  • how you deal with issues.