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Hello Friends

1. The Position Description – this document should provide a written summary of:
* Title and Classification
* Duties and Responsibilities
* Qualifications and Experience Required
* Reporting Relationships
* Working Conditions (including rate of pay)
* Supervisory Responsibilities
2. Finding the best person for the jobecide how you will find the ideal job candidate. Will you advertise online or in the local newspaper, use word-of-mouth techniques, advertise with a job network provider or hire a recruiting agency? Would this position be suitable for a trainee or apprentice?
3. Know your requirements:Make sure you are aware of your legal and obligatory requirements regarding things such as workers’ compensation, insurance, tax, superannuation, rates of pay, awards and conditions of employment, anti-discrimination legislation.
4. Undertake appropriate reference checks to verify details provided in the application and to get an idea of the applicant’s past performance as an indicator of their future potential. Some industries, such as those where staff will be working with children, require further checks to be carried out.

Thanks for reading

1)Determine what type of manager you are. Be honest about your work and management styles. If you say you want an independent thinker, but end up checking up on him or her constantly, you may end up with an unhappy helper. On the other hand, if you hire someone who needs lots of feedback, make sure to provide it.
2)Plan ahead. If you expect to hire someone by the middle of next month, you may be setting yourself up for failure. Finding the right person takes time. Plan to advertise, interview, and train until you find someone who is a great fit. And never pass up a great hire. If you find the right person, hire him or her right away.
3)Make sure your employee is covered. Ask your insurance carrier about your responsibility for insuring your team members.
4)Determine your time-off policy. Just like you, your team members will need time off, whether to recover from the flu or just to recharge. How will you handle these absences?
5)Create disciplinary and review processes. Eventually you will need to mete out consequences for poor performance or chronic absenteeism, or reward people for exemplary performance. The trick is having these policies in place before you need to use them.

Have a nice day

1)The first step is to decide the wages and conditions of employment. In fact, for most types of job, there is little room for negotiation because wage rates and terms of employment (like holiday entitlements) are set by industry employee bodies called "Convenios Colectivos" which govern each sector and province

2)Next you need to consider the type of contract to be granted. This is vital because if you don't take advice on this and just select an ordinary employment contract, the law assumes it is a permanent contract with many obligations and consequences for you.

3)Next consider the cash flow and budgetary implications of your new staff. Although Spanish wage rates are generally reasonable you can expect to pay approximately an additional 40% in non-wage costs, mainly being employer's social security contributions which are very high in Spain.

4)Hire a good accountant to help you though the paperwork, deal with the tax and social security and advise on the contract types. The bureaucracy is substantial with a lot of the burden falling on the employer.

Have a nice day