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5 Things to Think About Before Hiring Your First Employee

There may come a time when your workload becomes too much for you. Hiring your first employee may seem like the next logical step. But hiring is not only about delegating tasks. It also means taking on new legal and financial responsibilities. Before taking this step, take the time to think about what it entails. Here are a few tips to help you prepare for this key stage in your company's growth. <h3>Employee or freelancer: which is the best option for you?</h3> If five days or even seven a week is no longer enough to complete all your tasks, you may be thinking about hiring an employee so that you can breathe. But have you taken the time to ask yourself if you really need an employee or a freelance? Both options have distinct advantages. <ul> <li> With an employee, you have more control over their work schedule, how they perform tasks, what tools they use, their training and salary. </li> <li> With a freelancer, you have more flexibility in terms of the length of the contract, the number of hours per week and the date you no longer need them. </li> </ul> There are <a href="https://www.momenteo.com/blog/do-you-need-an-employee-or-a-freelancer">several factors</a> to consider when making your decision. However, a good indicator is the nature of your need. If it is a one-time need, working with a freelancer may be more appropriate. But if you have an ongoing need, hiring an employee may be the solution. <h3>5 Things to Do Before Hiring Your First Employee</h3> 1. Clearly define your needs and the role Are you looking for someone to manage your accounting, handle your communications, or develop your customer base? Before you do anything else, take the time to analyze your needs to determine the tasks your future employee will be required to perform. Make a note of the ones you want to keep and the ones you are willing to delegate. This will give you a clear picture of the role to be filled in your company. You will then be able to write a job posting that will attract the right candidates. You can then invite them for interviews. Also clearly determine the work conditions of your future employee. Will they be able to work remotely only, or will they need to be present in your office on certain days of the week? What will their schedule be? What will their salary be? Answering these questions will help you set up a clear framework and avoid misunderstandings from the start.  2. Calculate the actual cost of an employee Employees cost money! You've probably thought about the salary you can offer them, but that's only part of the cost. You will not only pay for their hours worked, but also for vacation, sick leave and holidays. As an employer, you will also be responsible for employment taxes, such as the Quebec Pension Plan (QPP), Employment Insurance and the CNESST. Also consider the benefits you could offer like group insurance or a pension plan. Finally, don't forget the costs associated with onboarding the new employee and their day-to-day work: equipment, work tools, software, training, etc. In short, each new employee entails several expenses that are best anticipated from the outset. 3. Determine your strengths as an employer Why would someone want to work for you rather than somewhere else? Is it because of your benefits, flexible hours, or professional development opportunities? Also think about your work environment. What makes it motivating for your future employees? The better you know your employee, the easier it will be to identify the type of environment in which they can truly thrive. The goal is to shine a light on your company's culture and values. They don't have to be set in stone, but these features will help you stand out as a great place to work when recruiting. 4. Prepare for the arrival of the new employee How will you welcome your employee? Thinking about this is essential, because it will directly influence the employee's integration into the company. Here are some things to prepare: <ul> <li> their goals for their first week and month </li> <li> their priority tasks </li> <li> emergency contacts </li> <li> internal policies, including those related to occupational health and safety </li> <li> ways to communicate with each other daily </li> </ul> Also make sure that everything is ready for their arrival: workstation, email address, access to software and shared folders. Also, schedule a time to discuss with the employee the payroll schedule, vacation policy, and time-off request process. A clear framework from the outset will make it much easier to integrate. 5. Know your legal and administrative obligations Before hiring an employee, find out about the laws in your country or province. They may cover the minimum working age, minimum wage, maximum number of hours per week, mandatory leave, etc. For employers in Quebec, the <a href="https://www.cnesst.gouv.qc.ca/fr/organisation/cnesst/droits-obligations-pour-tous-en-matiere-travail/droits-obligations-employeurs">CNESST</a> website is a gold mine of information on this subject. Also plan for the formalities related to hiring an employee. You will have to fill out various forms and take certain steps with government institutions. You will also have to prepare an employment contract. For French entrepreneurs, you will also have to prepare a DPAE (pre-employment declaration). Don't hesitate to get support from a professional, such as an accountant or a human resources advisor to navigate this major step. Hiring your first employee is much more than a short-term solution: it's an investment that will have a lasting impact on your business. Such a decision deserves careful thought, preparation and, if necessary, advice from those who have already been there. Talking to other entrepreneurs can give you valuable insights and avoid certain pitfalls. --- Roxane has always written and dreamed of making a living from her pen. Now a web editor, proofreader and author, we can say that it's mission accomplished.

Roxane