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- About
Starting the employment relationship off on the right foot is not only important in ensuring that your processes are lawful but it ensures that you hire the right fit for your business which adds value and increases retention. After you complete each part of this module, your knowledge will be assessed through a series of questions. At the end of this module you should be able to confidently do these things with assistance from the Employer Direct document library.
- Advertising
Before you advertise, consider What you're looking for: hours of work - do you envisage this being full-time, part-time, fixed term or casual? skills, education, expertise and experience needed What you're offering: pay rate and perks education or progression Review these documents: Employer Direct Recruitment Guide (General) Employer Direct Seek/Trademe Guide
- Trial & probation periods
The principles of good faith, communication and reasonableness are integral in using either a 90 day trial or probation period. For instance: Good faith - employees must know about their trial or probation with sufficient time before agreeing to it by signing their contract Communication - if there are issues in a probation period, an employer must communicate these so that the employee can address them Reasonableness - an employer must be reasonable when considering terminating employment. A reasonable employer would induct and train where required in order to set up an employee to succeed. Review these documents: Employer Direct 90 day trial and Probation period implementation checklist Employer Direct Guide to 90 day trials & probation periods
- Congrats! You have completed Level 1.
Next up, start working on Level 2: The beginning of the employment relationship.
- 5 Key Steps for Improving Staff Performance
Free webinar from our partner, Julia from Kiwiboss.
