New Year, New Hires: What to Put In Place Before Recruiting

Shona Hamilton
Jan 26
3 min read

Hiring is a vital step in business growth, but poor hires can be much more costly than you 'd expect. Preparation is key to a successful hiring process and we've included some actionable steps you can take to get you on the right track.

Define the Role Clearly

Clarify why the role exists, what purpose it has in the business and what success in that role looks like. Decide on key responsibilities, day to day tasks and reporting lines as well as whether the role will be full time, part time, fixed term or permanent.

Identify Skills, Experience and Qualities Needed

Distinguish between the ABSOLUTE must haves vs nice to have. For example a receptionist can be taught how to use the phone system, but needs to have great customer service skills to be successful. Make sure you include both technical skills and soft skills/cultural fit required and desired in your job description and person specification. Consider what the role will need in 1-2 years as well as right now.

Decide on Compensation & Benefits

Research market rates for similar roles in similar sized businesses. Set salary, bonuses or perks to be competitive in the job market but ensure it's fair within your company and align internal pay structures to maintain equity.

Plan the Recruitment Process

Decide who will be involved at each stage of the process in shortlisting, interviewing and decision making. Ideally the line manager will be a constant across the process, involving either other managers or HR at different stages. Set a timeline for applications, interviews and offers and block out your diary now. Consider where you will advertise the role (social media, website, job boards) and for how long - 4 weeks is the usual.

Review Legal and Compliance Considerations

Your job description and advert should be non-discriminatory. Advertising for a role for "16-18 year olds or school leavers" would be considered discriminatory and should be re-worded to say "entry level". Be aware of employment law requirements such as contracts and working hours which should be included in your advert. Ensure you are prepared to handle applications and candidate communications in line with data protection requirements. An Applicant Tracking System (ATS) can help with this.

Think About Culture and Employer Brand

You are not only advertising a role, you are also advertising the company. Consider what the role says about your company and ensure your advert showcases your values, culture and working environment. Highlight the benefits that make your company an attractive place to work, no matter how small they may seem.

Prepare for Onboarding

Think ahead to how new hires will be introduced to the team and trained in their role. Identify the tools, systems, policies and equipment they will need from day one and start organising. Early planning to make onboarding as smooth as possible increases retention and engagement in new starters.

Recruitment is an admin heavy job and can get really messy, really quickly. The key to a smooth process is preparation to prevent mistakes, ensure everyone knows who's doing what and when and to give your candidates the best first impression of your company.

Here's how Lilac HR can help you with your recruitment: