Many crucial steps to the process
take a bit of sorting.
You will need applicants to send their CV and at least two references. Go through the CVs and sort into piles, your number one picks, possibles and not suitables. Reference checking is your most useful tool to find out about the applicant so allocate plenty of time to do this.
Have a list of specific questions to ask and make notes. interview and make notes.
Set aside a couple of hours to interview each person and do a farm tour.
Once you have chosen your applicant offer them the job and provide them with the employment agreement, which once they have looked over, they will need to sign.
It is courteous to inform unsuccessful applicants.
You must have a contract or individual employment agreement with your employees.
Make sure the agreement you are using is up to date.
You can get contracts through FarmWise.
There are other new employment laws that come into affect on April 11, 2011 so make sure you are aware of them.
The 90-day trial period now applies to businesses with more than 20 staff. In the agreement you must state the number of days the trial period is, not exceeding 90 days.
Annual leave: One week (of the four week entitlement) of annual leave can be paid up if requested by the employee. An employer cannot force an employee to do this.
Transferring public holiday entitlements: Public holidays can now be transferred if agreed upon by both parties. To be safe it is best to record any arrangements in writing.
Sick leave: Employers can now request the employee to provide proof of sickness or injury, however, the employer may have to pay for the employee to get this certificate.
Recruitment of staff for next season ranks highly on the importance and priority lists. It will take time and effort to get it right – but it will be time and effort well spent.
It is important to emphasise that any farmer not confident in recruiting and worried about getting it right should consider employing some help.
The cost of recruitment may not be as much as you think.
Make sure you have upto-date legal employment agreements.