- Be clear on what you want
Define what you want from the person filling the position and then make your selection based on that knowledge. Learning from your last employee helps. Key to this process is your business plan and:
- Staff planning
- Job descriptions
- Person specification
- Selection criteria
- Make sure you are providing a good quality working environment
- Conduct exit interviews with people who are leaving to learn how you could improve.
- Decide the Terms and Conditions for the role
Make sure you know what it will take to be competitive. You should consider pay rates, time off, accommodation, job perks and ability to access training. This needs to fit in your budget!
- Sort out your diary
Make sure you have time pout aside to talk with people and conduct interviews so that the process happens quickly.
- Sort out the paperwork
Make sure you are well prepared with a job description, interview questions and draft agreement all organised before you start the process. This allows you to get through the process efficiently and provides a professional image to applicants.
- Advertise your role
It is a competitive jobs market so you need to make sure your position stands out from the crowd. Make sure you sell all the positive aspects of the role. Create an employer CV to help demonstrate that you are someone that a prospective employee should come and work for.
- Short list candidates
Decide which applicants you will interview - somewhere between three and five people. To help you decide you should be looking to see how well the person meets the selection criteria outlined above. You can also call referees to help you make up your mind.
- Arrange and conduct Interviews
Because you have planned these dates in your diary you will know when interviews will happen. It's good to have a prepared question list and process sorted for the interview. Two people will also make it easier.
- Do reference checks
This step is often missed out and employers pay as a result. Past performance is the best predictor of future performance!
- Make a decision
Your selection criteria provides the basis for decision making. They will help make sure you get what you need, not just select the person who laughs at your jokes.
- Offer the Job
Make the job offer and supply a copy of the agreement for the candidate to look at and source advice. You should also be open to negotiating the terms and conditions.
- Sign an agreement
It's a legal requirement! Make sure you give the person some time to get advice - don't pressure them to sign on the spot.
- Notify the unsuccessful applicants
Let people know if they have been unsuccessful so they can move on with looking at other jobs.
- Prepare an orientation programme
You can make sure your new team member gets up to speed really quickly by developing an orientation programme that will show them what they need to know about your farm.