As employers, pursuing fresh and talented individuals remains a constant goal. As we navigate through 2024, the focus on attracting the right candidates has never been more critical. With an evolving business landscape, particularly for small businesses and SMEs, it’s essential to paint the perfect picture to lure in the ideal employee. Amidst the ever-present threat of litigation and lawsuits, especially in startup and small business, getting employment processes right is paramount.

Below we list some vital steps

Understanding Employment Regulations

The first step in the employment journey is to familiarize yourself with the Fair Work Ombudsman and Fair Work Australia. These entities ensure a healthy workplace atmosphere and provide a framework for fair employment practices. You also need to make yourself familiar with the National Employment Standards, Fair Work Information Statement, Casual employee Information statement and now the Fixed Term Contract information statement.

It’s crucial to make this information readily available to every employee to safeguard both parties in any legal disputes.

Defining Employment Types

Next, it’s important to define the types of employment available clearly. This clarity helps match the right employee to the right role, ensuring a smooth appointment process. By transparently communicating job standards, forms, and entitlements, you build a strong foundation of trust with potential employees.

Crafting Job Descriptions

Creating a job description is a critical step in distinguishing between “desirable” and “essential” skills. A well-constructed job description avoids discriminatory language and focuses on the skills needed for the job. For instance, ensuring equal coaching opportunities for both men and women in business is vital. You may also look at “Job Crafting” – this is a concept that allows employees (or potential employees) to personalize and redefine their job roles (or advertised roles) better to match their individual strengths, interests, and values

Simplifying the Application Process

Consider simplifying the application process to accommodate individuals with disabilities and diverse cultural backgrounds. Implementing an online portal can enhance accessibility and streamline the application experience.

Designing Employee Agreements

A comprehensive employee agreement/ Contract should cover parties’ names, position and duties, commencement date, type of employment (full-time, part-time, casual, fixed-term, or permanent), probation period, remuneration, hours of work, leave entitlements, superannuation, termination and notice period, confidentiality and Intellectual Property, Dispute resolution, compliance with laws and policies and finally the signature – signed by both employee and employer.

Planning for Advertisements

While it may seem premature, planning your recruitment advertisements is essential. Focus on the reasons why potential employees should choose your company without emphasizing race, age, physical ability or sex. You need to ensure that you do not discriminate or imply that you discriminate against anyone with a protected characteristic in any advert.

Fact-Sheet -When It’s Time to Bring Employees on Board

Ready to take the next step in your employment journey? Download our FREE factsheet, “When It’s Time to Bring an Employee On Board,” for a guide to onboard new team members in 2024 successfully

But what now?

Once you have your new employee on board, there are a number of other processes that you will also need in your employer ToolBox – Don’t worry, we have that covered as well. Below are the 2 next pieces that we see as vital to know about in the employee journey and we have developed information factsheets and manuals for each one. Just click on the picture to find out more and how to purchase. From Probation to ending if it doesn’t go the way you had hoped. 

If you need further assistance then you can contact our team on email: We would be only too happy to assist you with your employee-related matters.



Paulette - Fresh HR Insights Pty Ltd