It’s one of the biggest decisions a start-up has to make. Particularly now we are in the age of the internet, it would be fair to say that some businesses can be set up with little capital at all. However, there comes a point where some investment is required, and more often than note this relates to employees.

start-up’s guide

However, committing to someone for the long-term is easier said than done. Suddenly, you don’t just have their salary to contend with on the balance sheet, but all of the requirements in relation to pensions and other governmental issues.

This is one of the reasons why part time jobs in London are so commonplace. The temporary nature of them means that the requirements aren’t as stringent, and companies can go from there.

If you are at that stage where you think that you should hire someone, we have put together the following guide to help you along your way.

Just go for it

Let’s get the most obvious piece of advice out of the way to start with. Far too many businesses quibble about whether or not to make that first hire when in reality they should just go for it. Of course, if you are yet to turn over any money, this isn’t going to happen. As you have found this article, we are going to hope this isn’t the case though.

As soon as you make a hire, things suddenly get done a lot quicker. If it’s just you who is behind your business, you are effectively doubling the amount you can output. This is something that is often forgotten about by risk-adverse entrepreneurs.

Don’t base too much on their track record

track record

This is a primary mistake, particularly for start-ups. In short, far too many people place all their attention on the track record of an employee. There’s no doubt that this is important, but in reality, you aren’t going to attract the very best to your business in the first instance (unless you are paying ludicrously high salaries).

Instead, look to their potential. If you are new to the game, this can be difficult, but seeing through a person’s personal attributes can be just as important. Sure, for technical roles this isn’t going to be sufficient, but for everything else, it can mean that you get bubbly, motivated workers who will do anything to take your business to the next level.

Remember the legal implications

Remember the legal implications

Even though your business is young, it doesn’t mean to say that you don’t have to oblige with all of the legal criteria when it comes to hiring. We have already touched upon pensions, and the requirements that you need to abide by, but there is more.

First and foremost, you need a legal employment contract. This is designed to protect both you and your recruit and without it, you are opening yourself up to a whole host of legal problems. Don’t fall into the trap of not prioritizing these legal points; not all hires work out, and you need something to fall back on.

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