Employers’ Most Common Errors in the Hiring Process:
Dos and Don’ts for Household Staff
Numerous problems might arise during the hiring process, ranging from expensive tax errors to deceptive job descriptions. Hiring a long-term fit for your house is just as important as finding outstanding talent. We advise being thorough in the hiring process the first time around in the hopes that you won’t have to do it again for years. A high turnover rate at a home can waste money and time and negatively impact the morale of the other staff. This week, we’re going to share some of our best hiring practices.
Do write a clear and detailed job description.
Making sure you know exactly what you’re looking for is the first step to a successful search. What are the non-negotiable parts of the job? Be descriptive. For instance, what do you mean when you say that you are seeking a nanny to handle some light housekeeping? Give them particular responsibilities, such as vacuuming the playroom or doing the kids’ laundry. Does the applicant need a driver’s license? Do they need to be able to swim? Consider the qualities that are essential and those that are desirable but may not be required. Discuss these specifics with the agency recruiter overseeing your position and be receptive to their input; in certain situations, you might need to modify your expectations or divide the position into
Don’t make snap judgments based just on a resume; don’t undervalue personality and soft skills.
When reviewing resumes, don’t make hasty assumptions. Often if a recruiter sends a candidate whose resume isn’t quite as strong as the others, there is a reason. Maybe they are a great fit personality-wise or have had specific experiences that make them an exceptionally good fit for your family. Many people are better in person than on paper – and vice versa, of course! Sometimes the best looking candidate on paper just don’t feel right when engaging in person. Household staff spend a lot of time in your home and a good personality fit is vital for longevity. Trust your instincts.
Take your time, but when you discover the correct fit, don’t hesitate.
Finding the correct fit might occasionally take time; finding a long-term fit is the aim, and this isn’t always achievable quickly. To cover for you while you seek, you may choose to hire a temporary employee. If you locate someone you think may be a good fit, let them know you are serious and act fast (while still completing your due diligence, of course!). This is because there is a lot of competition for great applicants.
Don’t rely on one avenue for candidates.
Posting an internet ad is probably not enough if you want to choose from a large pool of excellent applicants. It can be beneficial to work with an agency because they acquire applicants from a variety of sources, such as client and candidate referrals. For more information on what makes BAHS the top agency in the sector, go here.
Do your due diligence.
Posting an internet ad is probably not enough if you want to choose from a large pool of excellent applicants. It can be beneficial to work with an agency because they acquire applicants from a variety of sources, such as client and candidate referrals. For more information on what makes BAHS the top agency in the sector, go here.
Don’t disregard compliance guidelines, particularly when it comes to taxes.
When hiring domestic help, it’s simple to make a lot of blunders, like incorrectly classifying workers, missing overtime, and failing to get worker’s compensation. To avoid these errors, many of which can be very expensive, we advise collaborating with a payroll and HR firm like GTM. For a list of typical nanny tax errors, click here.
Additionally, we advise always having a contract with employees that outlines expectations in detail. For an example confidentiality agreement and general contract, go here and here, respectively. For further contract samples and recommendations, get in touch with us. Before sharing any contracts with a new hire, we advise having your legal counsel examine them.
Do talk about compensation and benefits.
When discussing remuneration, don’t be afraid to speak up. It is advisable to be open and honest with applicants regarding compensation, benefits, vacation time, and any additional benefits associated with the position. You can ask your BAHS recruiter to speak with the employee about this on your behalf, or you can speak with them personally. Remember to realistically consider the kinds of assistance you may require throughout peak seasons; for example, would you require extra assistance during the summer or during the holidays? Talk about how expectations, hours, and compensation will be handled during these hectic periods.
Don’t skip the trial phase.
We usually strongly advise a brief trial if there is time during the employment process. Employers can test the waters and see whether there is little danger and that both parties are a good fit through a trial. We recommend that the employer attend the trial whenever feasible, along with any other important employees, and that the trial be set up to resemble a typical day as much as possible. Provide explicit directions and keep an eye out for warning signs including tardiness, a lack of discretion, issues with coworkers, and an unwillingness to follow instructions.