Choosing the right team members is critical for any organisation’s success. Whether you’re starting fresh or scaling up, making informed hiring decisions can shape your company’s trajectory. This article explores essential strategies for identifying, recruiting, and integrating the best-fit staff types.
Deciding to seek assistance is one step, but selecting the best type of help for your needs requires careful consideration. Before rushing to hire, take into account:
- The actual volume of work that needs to be completed.
- Deadlines or timelines for completing the work.
- Understanding the distinctions between an employee and a contractor.
- Your willingness to assume responsibility for tasks and outcomes.
- Familiarise yourself with the regulations and guidelines pertaining to different types of staff.
Permanent employee
I can assist you with:
- Full or part-time tasks that require consistent attention.
- Ongoing work that is expected to continue indefinitely.
- Establishing a work culture that aligns with your business goals.
- Preparing for future leadership roles within the organisation.
Regarding my employment agreement:
- It should formalise my wages and working conditions.
- Please note, as you are hiring me on a permanent basis, there should be sufficient ongoing work available.
- Consider how you can support my skill development to enhance your business operations.
Fixed-term employee
I can assist you with:
- Working for a specific period of time, such as seasonal work.
- Completing a significant project that requires focused attention.
- Covering the workload during the absence of other employees, like parental leave.
Regarding my employment agreement:
- It should clearly specify the start and end dates of the fixed-term contract and the reasons for opting for this type of agreement.
- Please remember, since you are hiring me for a fixed term, if you need my services for a longer period, you will need to provide a new agreement that justifies why it remains a fixed-term arrangement—or alternatively, consider offering a permanent position.
- Additionally, apprentices and paid interns may also fall under fixed-term employment arrangements.
Casual employee
I can assist you with:
- Times when you need an extra set of hands
- Being available when needed
- Adapting to your schedule
Regarding my employment agreement:
- It should clearly outline the uncertain hours and casual nature of the work.
- Please remember, that I am not obligated to accept any work offer, as I may have other commitments.
- Even though I work only when you need me to, I am still entitled to paid leave.
- If my work becomes more regular, you should consider offering me a permanent position.
Contractor
I can help you with:
– My special skills or knowledge
– Working for a limited time
– Bringing my own tools and equipment with me
You should provide me with:
– A contract service agreement
– An agreed time frame to complete the work
Remember, as a contractor, I have the autonomy to decide how to complete my job by the deadline. Unless we agree otherwise, I may work from home and choose my own hours. Additionally, I handle my own obligations with Inland Revenue and ACC, so you don’t have to unless I earn scheduler payments as listed in IR330.
Tax code declaration — Inland Revenue
Unpaid intern or volunteer
I can help you with:
– Freeing up your time
– Doing one-off jobs
– Charity work or tasks that provide me with new experiences or skills
I should have from you:
– Any training required to perform the task
– A record of when I worked for you
– A written agreement explaining this is an unpaid internship/volunteer position, detailing the nature of my work, and the agreed duration
Remember, you need to ensure my safety by providing any necessary health and safety training or equipment. Note that Inland Revenue might consider any koha or gratuity you give me as payment. If you find that you are regularly providing gratuity or paying me, you should consider making me an employee.
All paid employees need
- Any equipment necessary to do their job, such as a computer.
- A signed employment agreement specific to their role and employee type, detailing hours of work, location of work, job description, and salary.
- A tax code declaration (IR330).
- Relevant KiwiSaver forms (for New Zealand residents or those on a long-term visa).
- Health and safety training and equipment.
Remember, you also need to:
- Register as an employer with Inland Revenue.
- Deduct PAYE from their salary/wages, which you record in your Employer Monthly Schedule (IR348) and Employer Deductions Form (IR345).
- Pay annual ACC levies.
Complete tax code declaration — Inland Revenue
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