5 Steps to Hiring the Right Person…Everytime!


handshake isolated on business background



Once you have selected the right candidate, it is time to welcome them into the organisation with open arms! It is time to create an offer of employment and begin the on-boarding process.


Offer of employment-


The offer of employment is crucial in the beginning of the employment relationship, as it communicates the expectations of this relationship to both parties. Therefore, it is important that the formal offer of employment (welcome letter and employment contract) is written in language that is easy to understand and discusses all aspects of the role in detail.


To ensure that each employee receives the same terms of employment, we suggest creating an employment contract template. It is important to note that employment contract templates may vary where a different type of work is involved (i.e. part time or casual), or if the employee is on a non-award agreement. When writing these contract templates, we strongly suggest using the National Employment Standards (contained in the Fair Work Act 2009) as clauses or subsections. These standards include-

  • Annual leave
  • Parental leave and related entitlements
  • Personal/carer’s leave and compassionate leave
  • Community service leave
  • Maximum hours of work
  • Public holidays
  • Long Service leave
  • Request for flexible work arrangements
  • Notice of termination and redundancy pay
  • Fair Work Information Statement


It is paramount that the right expectations are set out in the beginning of the employment relationship. Clearly specifying terms and conditions of the employment contract will ensure that disappointment, confusion and (as an extremity) legal action are not taken by either party, particularly in relation to employee duties, remuneration or termination.


Finally, the offer of employment should have an amiable tone and present the employment relationship in a positive light. Like any relationship, first impressions are key!




On-boarding is critical in building rapport with your newly hired employees. The purpose of on-boarding is to socialise the employee into the organisation, instilling job satisfaction and self-confidence within the employee. Additionally, welcoming a new employee into the team and culture presents benefits for the organisation, such as increased productivity and organisational commitment from employees.


Our top tip for socialising newly hired employees is to introduce networking events, such as an introductory morning tea or lunch. Networking events allow new hires to express who they are and their professional background within a less formal setting. Incorporating food and beverages into the networking events is also important in driving interaction between employees. What can we say, nothing creates more of a ‘family feel’ than a meal shared amongst co-workers!


During the on-boarding phase, it is essential to allow the employee to gain a holistic knowledge of the business and all of its functions. Not only will this knowledge of the business assist the employee to perform well in their role, it will also contribute to the building of rapport between both parties of the employment relationship. Similar to any other relationship, trust must be built between both parties and while this may take time to develop, learning about one another is key!


We hope you enjoyed our 5 part series on how to ‘Hire the Right Person…Everytime!’


Get ready for our next post on Unfair Dismissal- The Essentials. 




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