• Employ people overview
• How to hire
  • Recruiting
  • Sample interview questions
  • Checking references
  • Selecting employees
  • Trial and probation periods
• Role of unions
• Employment agreements
• Getting staff started
  • Work rules
• Record keeping

Recruiting

Companies often say that their biggest asset is their employees. It is important that you choose the right person for the job, as a poor hiring decision can have negative consequences for a company. Take the time to carefully plan the process to ensure you recruit an employee with the right mix of skills and attributes for the job.

What you must do

• Follow a clear, consistent employment process. See the checklist in How to Hire Guide for an example process.
• Provide a full job description to prospective employees clarifying the role, responsibilities, hours and place of work, skills and attributes required, and your expectations, plus a copy of the Work Rules covering behaviour in the workplace.
• Be an equal opportunity employer. You cannot discriminate against anyone on the basis of race, gender, marital or family status, age, religion or belief.
• Protect the privacy and confidentiality of applicants throughout the recruitment process to meet your obligations under the Privacy Act.
• Remember that when you publish an advertisement you are responsible for what it says, so you need to make sure it is accurate and not discriminatory.

What you could do

• Complete the employment cost checklist [PDF 69kB] to get an idea of how much you’ll need to budget before you start the recruitment process.
• Use the Employment Agreement Builder to put together a draft agreement. This will help you to decide which conditions and clauses are applicable before you write the job description and conduct the interviews.
• Include plenty of detail in the job description to reduce the range of people applying. This will save you time when sorting through the applications. Specify the skill level required or the number of years of relevant experience you want.
• Think carefully about the questions you ask in interviews.   Asking the right questions in the interview is vital to help you choose the best person for the job. See sample interview questions for ideas.
• Give the applicant a test of their skill as part of the interview process. For example, if they are a pastry chef ask them for a demonstration. If possible, get them to demonstrate in front of you instead bringing in a sample of their work.
• If the hiring process seems daunting, you could use a recruitment agency. They can manage advertising, reviewing applications, interviews, and give you advice on what you should pay or how much experience you should look for.
• Try Work and Income’s free recruiting service. Ask if you are entitled to their financial assistance for employers to help with wages and training. Call 0800 778 008.
• Conduct reference checks for short-listed applicants. See checking references for example questions to ask referees.
• Build up your own staff management skills by attending workshops and training.
• If you cannot find the skills you need in New Zealand and need to hire someone from overseas see Immigration New Zealand’s advice for employers.
• Consider hiring an apprentice and training them to do the job. You will have to invest time into training an apprentice, but you can train them to do the job the way you want it done.