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Have you noticed how many headlines there are in the NZ Herald at the moment about companies that have fallen foul of employment law? Getting it wrong can be extremely costly, as the examples below show.

Here’s a guide to help you choose… In New Zealand you can engage people to work for you in two main ways: you can choose between Employees and Contractors. But many small businesses aren’t clear on the difference

Hiring a new employee is a big decision, because the costs (and stress) of getting it wrong are so significant. Now employers can at least have some protection, thanks to the 90-day trial period. This means that you can dismiss an employee during this time

“Attitude is a little thing that makes a big difference”… those are the words of Winston Churchill, and if you’ve ever hired someone with the wrong attitude, you’ll know just how true that statement is!

A person specification states the minimum set of capabilities a person (the new recruit) needs to have in order for them to be appointed into a position. The primary use of the person specification document is to assist in the recruitment and selection of a new employee.

From 1ST May the new “starting-out wage” legislation is an option for employers and employees. This new legislation gives employers a real incentive to hire young people and is aimed at giving them an opportunity to join the employment ladder.

Most kiwi business owners realise that it’s now law to have a Position Description for every employee. But rather than being a pain-in-the-you-know-where, Position Descriptions actually save you time and money. (Yes, really!)

Will your new employee turn out to be a pet – or a pest? “Mum, can I please have a pet?” Do you remember asking that as a child? I certainly do, and I’m pretty sure the immediate response was eye rolling, followed by a “we’ll see” or an “I’ll think about it”.

There are a variety of different reasons why employees leave organisations, and at times as an employer you may be able to see it is coming. Other times you are caught off guard. A few simple exit interview questions will help you make sense of what has happened.

“Phone Screening” or having a brief phone interview to gauge an understanding of an applicant is one of the most valuable ways to eliminate unsuitable applicants; allowing you to focus on only the suitable applicants which saves you time.”

New Zealand’s politically correct laws often block employers from asking job applicants relevant interview questions. To avoid getting into strife with government bodies, like the Human Rights Commission, Privacy Commission or the Employment Relations Authority

The pros of utilising the services of a Recruitment Consultant. It saves you time and time is money. Isn’t your time and that of your employees better spent on performing functions which focus on your core business and your area of expertise?