How to Hire Employees The Right Way (+ Checklist)

Author Image Written by Garth Belic

Learn how to hire the best employees for your business with our comprehensive guide, including legal requirements and an essential hiring checklist.

When managing a successful business, we all know that people are your greatest asset. So, knowing how to hire the best employees is a MUST. 

Whether you're an HR manager or one of the many small business owners in Australia in the driver's seat of the hiring process, the pressure can be intense. An effective hiring process is much more intricate than just scanning CVs; getting it wrong can be a seriously costly mistake. 

Luckily, we have a few handy tips up our sleeves to help you navigate the waters of hiring employees.

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One requirement is a firm recruitment plan before any job description is made live. 

This not only assists in ensuring all your hiring strategies and processes are in line with Australian law, but it also helps to attract the right talent and traits to your organisation. 

If you’re considering using recruiters, you’ll also need to know the different types you will come across in your process. For example, ‘contingent recruiters' get paid when they successfully place candidates; meanwhile, 'retained recruiters' are paid an upfront fee to execute a comprehensive recruitment process. 

For larger companies, having an in-house 'corporate recruiter' or outsourced HR service could be a good option, but all these professionals must be aware of and follow legal requirements in Australia. 

  • Conduct Thorough and Fair Hiring Processes: Well-defined job descriptions and objective assessment methods are key to hiring top talent, and they are not just about stating the job role and qualifications. It's also about the person specification and showcasing your organisation's values. Ensuring your interview process is varied yet unbiased supports the fair selection of candidates.
  • Specialised Recruitment Expertise: Certain roles may require recruiters who specialise in particular industries. Their insider knowledge can help attract the most suitable candidates and speed up the time to hire, a crucial Key Performance Indicator (KPI) in recruitment.
  • Memberships and Associations: You might need to be a member of a professional association to post job adverts—ensure you've checked this thoroughly.
  • Agility in Recruitment: In today's market, flexibility in recruitment processes is a must. Be ready to adapt your strategies according to market conditions, candidate expectations, and legal frameworks. This is especially important when looking for a new employee in a brand-new role for your small business.

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They help attract the right candidates and form the basis of effective talent acquisition strategies. However, what makes them so vital for businesses? Let's take a deeper look.


An SEO-Optimised Job Description 

The perfect job description is more than just a list of tasks—it's a critical marketing tool. An SEO-optimised job description ensures that your vacancy appears in relevant job search results, drawing in your desired talent. 

It should be informative, inclusive, and succinct, capturing the role's essence and your company culture. Remember, a well-crafted job description is your first opportunity to sell the role to potential candidates. 

Finally, it should include popular keywords and buzzwords relating to your position, allowing you to collect as much online traffic as possible. 


Updating Candidate Personas 

Creating candidate personas helps you understand your ideal candidate. It allows you to delve into their motivations, skill sets, and career aspirations, making the hiring process more efficient. Regular updates to these personas ensure that they remain relevant and mirror your organisation's evolving needs. 


Ensuring Language Inclusivity 

To make your hiring process accessible and attractive to all potential candidates, you need to use inclusive language in your job description. Exclusive or biased language can deter talented individuals who could bring value to your organisation. 


Building a Recruitment Plan 

Creating a recruitment plan is essential before posting any job description. The plan is a roadmap for attracting your ideal candidate and aids marketing efforts. It's always important to remember that the way you communicate to potential candidates carries weight. The way you present your message can significantly influence how your company's culture is perceived. 

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This comprehensive checklist will guide you through each stage of the recruitment process and help ensure you attract the right candidates. 

  1. Create a hiring plan: Before posting a job ad, ensure you have a clear recruitment strategy in place. This should include detailed job descriptions, the skills and qualifications you're seeking, and any screening processes you will implement. Remember, your SEO-optimised and inclusive job descriptions will attract the right applicants and streamline your employment process.
  2. Boost your employer brand: It's not just applicants trying to impress. Improve your employer brand by considering feedback from review websites, projecting authenticity, ensuring employees feel valued, polishing your workplace culture, and offering competitive benefits packages.
  3. Utilise your existing network: Remember possible opportunities within your existing employees. Implement an employee referral program with incentives to encourage your staff to recommend potential candidates. It's also worth reaching out to past employees who left on good terms.
  4. Get the documentation ready: Before a new employee's first day, make sure all necessary documents, such as contracts, company handbooks, minimum entitlements, and modern award information, are ready. Their initial week should be exciting and welcoming, so streamline processes to ensure a smooth transition. You’ll also need to know what minimum pay rates you need to stick to and what other companies pay employees to remain competitive, and have it all written down.
  5. Discuss compensation and benefits: Be clear and transparent about your company’s compensation packages. This includes discussing healthcare plans, retirement savings, paid time off and any additional perks in detail.
  6. Consider tech tools: Various tech solutions can make the process more efficient, especially when it comes to managing payroll tax, pay slips and hiring staff overall. Consider using applicant tracking systems, onboarding software, and performance management tools to simplify the recruitment process.
  7. Implement a follow-up strategy: Engage new hires with regular check-ins and communication. This helps employees feel valued and involved and allows them to address any potential issues before they escalate.

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  • Understanding and abiding by the legal requirements for hiring in Australia is crucial for any HR manager or business leader.
  • The importance of accurate job descriptions and person specifications in attracting the right applicants must be balanced.
  • A well-planned and effective recruitment strategy can significantly streamline the hiring process and lead to the engagement of the best talent. It also improves your chances of them staying with your company. 
  • A comprehensive hiring checklist ensures no critical steps are overlooked during the recruitment process.
  • Investing in the right people and in integrating technology into the recruitment process is a worthwhile endeavour..
  • A smartly marketed corporate brand is instrumental in attracting top talent.
  • Improving employer branding can be accelerated by closely monitoring review websites, promoting authenticity, prioritising employees, and fostering positive workplace morale.
  • Reviewing your business's benefits packages can enhance your appeal to potential candidates.