Recruiting the right person can make or break a small business. Get it right, and you gain someone who adds value, fits your culture, and helps you grow. Get it wrong, and you can spend months managing performance issues or starting the process all over again.
At proHR, we often see business owners rushing recruitment because they need “someone now.” But slowing down and putting a clear process in place almost always saves time and money in the long run.
Start with clarity
Before you advertise, take time to define exactly what you need. What will success look like in this role? What skills, experience, and behaviours will make someone thrive in your team?
A clear job description helps you attract the right candidates, and gives you a consistent framework for shortlisting and interviewing.
Write a job ad that connects
A good job ad is more than a list of duties. It should capture the heart of your business and the opportunity you’re offering.
Instead of:
“We’re looking for a motivated person to join our team.”
Try something like:
“We’re a small, tight-knit team that values initiative, honesty, and great communication. You’ll be trusted to get things done and make a real impact.”
Your tone matters. Write like you talk, authentic and human.
Screen beyond the CV
A polished CV doesn’t always equal a great fit. Take time to screen for attitude, communication, and cultural alignment. A short phone interview can help you quickly see whether the person’s values and expectations line up with yours.
Ask open-ended questions such as:
What type of environment helps you do your best work?
What would make this role a great fit for you?
Structure your interviews
Consistency is key. Using the same core questions for all candidates makes it easier to compare fairly. Include both competency-based questions (“Tell me about a time when…”) and situational ones (“What would you do if…?”).
If possible, have another person sit in on interviews, it helps you balance perspective and reduce bias.
Do your homework
Always check references, and where appropriate, carry out police or background checks. Reference checks often confirm your instincts, and occasionally reveal red flags.
Be clear about what you’re asking referees: focus on performance, reliability, teamwork, and communication.
Make the offer professional
Once you’ve found your person, act quickly. Provide a clear, written offer of employment and give them the opportunity to seek independent advice, as required under the Employment Relations Act 2000.
Include all key details (position, hours, pay, start date) and make sure your employment agreement is up to date and compliant.
Don’t forget onboarding
Recruitment doesn’t end when the contract is signed. The first few weeks are critical for setting someone up for success. Have an induction plan, introduce them properly to the team, and make sure they understand how things work.
A great start creates engagement, builds loyalty, and reduces turnover.
Why outsourcing recruitment makes sense
If you don’t recruit often, the process can feel overwhelming. Outsourcing to a trusted HR partner means your job ads, interviews, and documentation are handled professionally, while you stay in control of the final decision.
It’s efficient, compliant, and ensures you’re representing your brand well to potential employees.
Final thought
Good recruitment isn’t luck, it’s process. When you take time to plan, communicate clearly, and make decisions with care, you’ll attract the kind of people who help your business grow.
Need help finding your next great hire? proHR offers end-to-end recruitment support, from job ads to interviews and employment agreements.
