Step 1: Preparing
How do I prepare when hiring a new employee?
Why should an employee work for you?
Being a good employer is more than just ticking the boxes of legal rules . It’s also about understanding and showcasing the benefits and value you offer your employees.
When you clearly understand and communicate these benefits, it helps candidates see why they should join and stay with your business. It also allows you to recognise what you offer and how you can improve them to attract and retain the right people.
You can understand what you provide your employees by following the guidance in this toolkit. These might include:
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Workplace Culture (see Workplace Wellbeing and Culture)
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Mentoring and Coaching (see Mentorship and Coaching)
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Training and Development (see Training and Development)
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Pay and Benefits (see Your Obligation as an Employer)
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Location and Hours (see Your Obligation as an Employer).
What you provide can be as simple or as detailed as you like, as long as it helps you attract and keep the right people for your business needs.
Knowing what makes your workplace special can help you stand out against the competition. It is important to remember to be respectful, open, and honest during the hiring process to create a welcoming environment for candidates.
It's important for both you and the candidate to have a clear understanding of what the job involves. Defining the skills, experience, qualifications, and the right 'fit' you're looking for can help you find the ‘right person’. ‘Fit’ is about the candidate's personality and how well they align with your team’s values.
It is also helpful to determine what the ‘right person’ for you will look like. They should have a mix of qualities that align with your needs and values. Discovering what this looks like for you can be easily done through writing down 4-5 traits you are looking for. Some examples are included below.
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Understands the role: they have a clear grasp of what the job involves and what will be expected of them.
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Aligns to your expectations: their values and work ethic match what you’re looking for in an employee.
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Willing to learn: they show an eagerness to pick up new skills and adapt to new situations.
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Resilient: they can handle challenges and setbacks without losing motivation.
It's helpful to distinguish between 'must-haves' and 'nice-to-haves.' For instance, requiring a driver's licence might exclude capable candidates who could easily get one with a bit of support.
In the food and fibre sector, it's essential to be upfront about what the job really entails. While it's tempting to highlight the perks like location, benefits, and lifestyle, it's equally important to share the realities—long hours, early starts, and possible hazards. This honesty is especially crucial for career changers (individuals who change their career often later in life and to seek a new lifestyle). When candidates know exactly what to expect, they can better decide if the role is right for them.
This approach leads to a smoother hiring process and decreases the risk that employees leave when reality does not meet their expectations. When candidates know what the job truly involves, they’re less likely to leave after a few months because they feel misled.
Providing clarity is simple. Here’s how you can do it:
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Job Descriptions: Ensure the job descriptions you advertise are clear, simple, and accurate (see the next section for an example).
Interview Process: During interviews, reinforce the realities of the role—both the good and the challenging aspects (see further down for more information).
Tip! Qualifications aren't always necessary. Sometimes, solid experience is just as valuable.
Top Tip: How do I communicate the job well?
How do I include whānau?
Hiring a new employee isn't just about ticking the legal boxes – it is also about welcoming a whole person into your team. Think about the life experiences they've shared and how these can shape their time at your workplace. Remember, you're not just hiring an individual; they come with their family, friends, and colleagues who support them.
This is especially true when employing Māori. Being part of a unit – their whānau, community, and network – can be incredibly important. It plays a big role in their success and, in turn, the success of your workplace. Incorporating these values means including whānau where appropriate during the hiring process, such as during interviews. Embracing this can help create a more supportive and thriving environment for everyone.