Recruiting a New Team Member: What You Need to Know

Nicola Charlwood
Dec 2
4 min read

Nicola and a member of staff talking — Interviewing: Make it a two-way conversation

Bringing someone new into your business should feel exciting. It’s a chance to strengthen your team, bring in fresh ideas, and ease the pressure on the rest of the business. But recruitment can also feel daunting if you’re not sure where to start.

I’ve put together a simple, practical guide to help you approach the process with confidence and avoid the common pitfalls that can catch business owners out.

Get Clear on What You Really Need

Before you write a job advert or browse CVs, take a step back and think about what the business genuinely needs.Ask yourself:

What gap am I trying to fill? If you are replacing a leaver think about whether you want someone in exactly the same role, or whether the role could be changed; for example, is there someone else on your team who would ace part of that role but hates something else? Can you move duties from one post to another?
What work is piling up? Why is it piling up? Think about whether you need another employee or a more efficient system, or a mixture?
Which skills or strengths would make the biggest impact?
How many hours do I really need this person to work? Consider offering 2 part time posts to offer opportunities to people who cannot work full time, but who maybe able to cover each other during annual leave or other absences.
What items from the person specification do I really need? Do I really need someone to be ‘outgoing and friendly’? This kind of description can put off some neurodivergent applicants.
What time does this post really need to start and end? Can employees start later to accommodate someone with ADHD for example who may struggle with early mornings. Are there ‘core hours’ that you can ask people to attend instead and then they can work to their preferences. If you can offer this then you will get people coming into work at the times when they work best and get the best out of them.

Sometimes it’s not a like-for-like replacement that’s needed. The business may have evolved, and the role may need to evolve too. Getting this clarity early on will save time, money, and frustration later.

Write a Job Description That Attracts the Right People

A well-written job description does far more than list tasks. It sets the tone for the kind of person you want to bring in.Focus on:

Day-to-day responsibilities
Essential and desirable skills
Your company values and culture
The opportunities for growth

Good candidates want to see the bigger picture — what it feels like to work with you, what success looks like, and how their work will matter.

Be Transparent About Salary and Expectations

It’s tempting to stay vague on salary or leave details until later, but transparency builds trust. It also helps you avoid wasting time on candidates whose expectations don’t match what you can offer. Clear expectations from the beginning create smoother conversations and better outcomes.

Shortlisting: Look Beyond the CV

CVs can tell you what someone has done, but they don’t fully show who they are.When shortlisting, consider:

Transferable skills
Evidence of adaptability
Values that align with your business
Attitude and willingness to learn
Think about adding some values – based questions into your application process
Consider telephone interviewing when you have several promising candidates and aim to interview no more than 6 people.

A candidate who ticks every box technically might still struggle if their approach or values don’t fit the way your team works.

Interviewing: Make It a Two-Way Conversation

Interviews should feel like a genuine conversation, not an interrogation. You’re assessing whether the person is right for the team, don’t forget that they’re assessing you too.

Practical tips:

Ask open questions
Allow space for them to think
Be honest about challenges in the role
Give them time to ask their own questions
Consider making the interview a more relaxed environment so that people can thrive – do you really need to interview in a formal meeting room wearing suits, or can you interview in a café, or while out for a walk?

If you want some help drafting interview questions, then don’t hesitate to get in touch!

The goal isn’t just to find someone who can do the job, but someone who will thrive in your environment.

Don’t Skip the Checks

Even if you feel completely confident, it’s still important to:

Verify references
Check qualifications where relevant
Review right-to-work documentation

These steps protect your business and help you make a fully informed decision.

Onboarding: Set Them Up for Success

Recruitment doesn’t stop when someone accepts the offer. A strong onboarding process helps them settle in, understand how things work, and feel part of the team quickly.

A great start leads to stronger performance, higher engagement, and better retention.

Ensure that you make the time between interview and start date as short as possible, and where it has to be more than a couple of weeks ensure that you call the candidate occasionally and keep in touch. Can you invite them to a team meeting or staff outing, or Christmas Party before they start?

Recruitment doesn’t need to be overwhelming. With a clear process and the right support, you can find someone who not only brings the skills you’re looking for but also becomes a positive long-term addition to your business.