Employees are the lifeblood of any business.

Indeed, recent figures from the Federation of Small Businesses found 15 per cent of small companies are looking to recruit new employees in the next few months.

What’s more, with business confidence on the rise, around two thirds of firms expect growth in the course of this year, with one in four planning to increase investment.

But what does this mean for your small business?

Well, with signs pointing to continued expansion, it’s unavoidable that your firm will be hiring new staff in the coming weeks and months.

However, if you’re a little uncertain about what to expect and how to cope with this projected growth, our top five tips are here to ease the pain …

Use a Recruitment Agency

Running a business takes a lot of time and effort – which is why you can relieve some of the strain by using a recruitment agency to source your new staff. Organisations like Michael Page or Pure Search specialise in finding the right people for your business, regardless of the niche, leaving you free to focus on other fundamental business matters.

You should also consider working with an agency in a niche. For instance, if you are trying to make the most out of your education business’ recruitment campaign, try going through an experienced education recruitment agency to find the perfect professionals.

Polish Your Advertisement

One of the first things a potential employee will set eyes on is the job advertisement. Consequently, it’s important you’re placing the ad in the right area. Whether it’s a local newspaper, through social media or a trade magazine, it’s vital you’re fishing in the best spot. Additionally, make sure the wording of the ad is unequivocal to avoid attracting candidates that simply aren’t suited.

Prepare For Interview

It’s not only candidates who should prepare for an interview – you should be armed with a list of probing questions designed to determine the applicant’s appropriateness for the role. It goes without saying, but be sure to avoid questions that could be construed as prejudiced unless you want to land yourself in hot water in the early stages of recruitment.

Employ Stringent Checks

After the rounds of interviews are completed and, on the face of it, you’re happy with the successful candidate, it’s important to conduct stringent checks before you formally offer them the position. This should be done by contacting their referees and ensuring they are in possession of the legal right to live and work in the country.

Finalise the Contract

After all your checks are completed and you’re satisfied, it’s time to draw up a contract and officially confirm the agreement between both parties. Legally, you should provide your new employee with terms and conditions within the first couple of months of their start date, and ensure their contract covers ALL bases to avoid a potentially catastrophic legal situation later down the line.