Your first hire

What you need to do when you start out: A guide for solopreneurs hiring their first employees

Starting your own business is an exhilarating journey, and making your first hire is a major milestone. As a solopreneur, it’s essential to lay a strong HR foundation to ensure your new team members are set up for success, as are you when it comes to growing and scaling – your basics will already be fit for purpose. In this article, I’ll share some key steps and insights to help you navigate the early stages of expanding your business. When I first started out in HR nearly 25 years ago, I learned that having the right people in place is crucial for any business’s success. Here’s what you need to do to get it right from the start.

Understand your legal obligations

Hiring your first employees means you need to comply with UK employment laws. This includes providing a written statement of employment particulars, which outlines the terms and conditions of employment. Make sure you’re aware of the National Minimum Wage and ensure that your pay structures comply. You’ll also need to register as an employer with HMRC and set up PAYE to handle your employees’ income tax and National Insurance contributions, and with a Pension Provider dependent on your obligations (just for a start!).

Set up employment contracts

Every permanent employee should be issued with your written particulars within 8-weeks of joining. This includes salary, working hours, holiday entitlement, and notice periods. Having clear contracts in place helps prevent misunderstandings and protects both you and your employees. My advice – if you just do one thing: GET THIS RIGHT…

Create clear job descriptions

Before you start the hiring process, take the time to create detailed Role Profiles (Job Descriptions & Personal Specifications) for each role. A well-crafted Role Profile helps (a) with your advert creation and (b) to attract the right candidates plus sets clear expectations for what the role entails. As a minimum, include key responsibilities, required skills and experience, salary and benefits on offer, and any other relevant information that will help candidates understand what you’re looking for, and get you the best people!

Develop an effective recruitment process

Your recruitment process should be thorough and professional. Start by advertising the role in the right places – job boards, social media, and industry-specific websites are good options, alongside using your own connections for referrals. When reviewing applications, look for candidates who not only have the necessary skills and experiences (against your Role Profile) but also fit well with your company culture. Conduct structured interviews (and assessments if appropriate) to assess candidates’ competencies and potential fit within your team.

Establish workplace policies for your first hire

Developing clear workplace policies is crucial for maintaining a positive and productive work environment. Policies should cover areas such as absence management, disciplinary procedures, grievance procedures, and health and safety. Depending on your headcount to start, there are different requirements, which you need to be aware of. And then ensure that your employees are aware of these policies and understand how to follow them.

Onboarding and training

Once you’ve hired your first employees, it’s important to have a structured induction / onboarding process in place. This helps new hires feel welcome and get up to speed quickly. Provide them with a comprehensive introduction to your business, including its values, mission, and goals. Ensure they understand their role and responsibilities, and provide any necessary training to help them succeed.

Create a positive company culture

As a small business, your company culture plays a significant role in attracting and retaining talent. Build a positive work environment by encouraging open communication, recognising achievements, and providing opportunities for professional growth. Encourage collaboration and make sure your team feels valued and supported.

Plan for growth

As your business grows, your HR needs will evolve. It’s important to plan for the future by developing scalable HR practices. This might include investing in HR software to streamline administrative tasks, setting up a performance management system, and creating a succession plan to identify and develop future leaders within your organisation.

Seek professional advice

If you’re unsure about any aspect of the hiring process or your HR responsibilities, don’t hesitate to seek professional advice. An experienced HR consultant can provide valuable guidance and help you avoid common pitfalls. By getting things right from the start, you’ll be better positioned for long-term success.

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About the HR expert

Sam Lee is a multi-award-winning HR consultant with 25 years of experience in the UK HR field. Specialising in helping small and medium-sized businesses navigate their HR challenges, Sam has a proven track record of transforming workplaces and building positive company cultures.

Whether you’re a solopreneur bringing on your first staff members or an established business looking to refine your HR practices, Sam’s expertise can help you build a strong, sustainable foundation for your team. With her warm, friendly, and trusted approach, Sam is dedicated to making a meaningful impact on your business, ensuring you have the support and guidance needed to thrive.