Recruitment is the process of finding and hiring the right person to join your team.
It includes everything from deciding what kind of help you need, writing a job ad, choosing who to interview, and offering the job to your chosen candidate.
Doing this well helps your business grow by placing the right people in the right roles.
Hiring a new employee is a big step.
It adds to your business costs, but it also brings in new skills and helps you expand your business capabilities.
When recruiting new employees, it’s important to ensure your process complies with equal opportunity and anti-discrimination laws by treating all applicants fairly.
Before you advertise the job, think about what you really need. Being clear from the start will make it easier to find the right person.
What role will the person fulfil?
What are their key tasks and responsibilities?
What skills or qualifications do they need to have?
How many hours will you need them for each week?
Employment types
Understanding your business's needs is crucial for selecting the most suitable employee. It is essential to determine whether the individual will be an employee or an independent contractor.
Employees work in your business and carry out their duties as part of your business operations. They are always individuals, not companies, partnerships or trusts.
The following types of workers are always treated as employees:
apprentices
trainees
labourers
trade assistants.
Employee classifications:
Full-time: typically 38 hours per week.
Part-time: generally less than 38 hours per week, with shifts usually lasting a minimum of three to four hours. Hours are typically consistent each week.
Casual: no guaranteed hours; employees can decline offered shifts if they are unsuitable.
Fixed-term: employed for a specific, set period.
Independent contractors are self-employed and provide services to your business.
They are not your employees, even if they work regularly for your business.
Contractors can operate as sole traders (individuals working for themselves), companies, trusts or partnerships.
They are essentially their own boss, operating their own business and offering their skills and expertise to their clients.
Examples could include freelance professionals, technical IT support, tradespeople, transport operators, specialised and consultancy services.
A business would engage an independent contractor for a number of reasons:
A business may engage an independent contractor to:
Access specialised skills or expertise for a specific task or project
Complete short‑term or project‑based work
Meet temporary or fluctuating demand
Engage a separate business that operates independently and determines how the work is carried out
Independent contractors are engaged to deliver outcomes, rather than to fill an ongoing employee role.
The distinction between an independent contractor and an employee is crucial because it significantly impacts legal rights, obligations, and entitlements for both the worker and the business engaging them.
The distinction between an independent contractor and an employee is crucial because it significantly impacts legal rights, obligations, and entitlements for both the worker and the business engaging them.
You may also still need to pay superannuation for independent contractors in Australia if they are engaged mainly for their labour. This applies where the payment is for the person’s skills or labour rather than for a specific outcome, and where the work cannot be handed on to someone else.
Some businesses engage workers as independent contractors rather than employees. It is important to understand that simply calling someone a contractor, or having them use an ABN, does not automatically make them one in the eyes of the law. The courts and the Fair Work Commission look at the true nature of the working relationship, not just the label applied to it.
A worker is more likely to be deemed an employee (rather than a contractor) if they: work exclusively or predominantly for your business; follow your directions on how, when, and where to work; use your tools and equipment; cannot subcontract the work; or are integrated into your regular business operations. If a contractor arrangement is later found to be an employment relationship, the business can be held liable for unpaid entitlements, superannuation, PAYG withholding, and penalties.
To understand your legal obligations, visit the Australian Taxation Office website for a detailed explanation about the difference between employees and independent contractors, or seek professional advice from your accountant.
This classification will impact your tax, superannuation (super) and other obligations such as workers compensation, insurance, and entitlements. If you get this wrong, there can be significant financial and legal consequences.
Be sure to understand your responsibilities and the purpose of the role for your business before you advertise it.
For a comprehensive list of all the steps you need to legally take when hiring someone, visit the Hiring employees checklist, to ensure it is successful.
This is the formal job offer you send to a potential employee.
It should include the job title, start date, employment type, salary, benefits and workplace location.
Once signed, it can be legally binding. Typically, someone will wait until they have received and signed this letter before they tell their current employer they are leaving.
Our Better Workplaces Employer Resource Kit (BWERK) is a comprehensive guide packed with everything you need to know about hiring the right people, keeping your workplace safe, boosting team culture and accessing essential support and resources. This toolkit makes it easy to find clear, practical advice without endless searching.
The BWERK is currently under review and some of its content may be out of date. For the latest and most accurate HR and/or WHS guidance, please refer to the Fair Work Ombudsman, and/or WorkSafe Tasmania.
Jobs Tasmania supports a series of regional jobs hubs that connect businesses with local job seekers to find the right person for your business.
