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Hiring or not Hiring Staff

Hiring staff is a big step for small entrepreneurs. Many are put off by the potential risks and hassle. At the same time, it offers opportunities for further growth with staff. On the basis of the checklist below you can see if it's for you. We also discuss potential objections to staff.


Do you want to know what experiences other entrepreneurs have with staff? Read interviews with well-known and less well-known entrepreneurs about their first employee. Be inspired by their stories!

Ask when hiring staff

Ask yourself the following five questions before hiring:

- Do I have the ambition to grow or do I prefer to remain self-employed without staff?
- Do I want to become a manager as well as an entrepreneur?
- How much time and money does staff cost me?
- How much extra income does staff provide me?
- Can't I outsource the work?

These questions help you find an answer to your staff needs. In addition, it's advisable to make an overview of your work and the moments when you have to do extra work. Perhaps you'll continue to do some of the work yourself or you'll only need someone temporarily.

For an extensive questionnaire you do the checklist Are you ready for (more) staff? It deals with various aspects of being an employer. For example, laws and regulations, good personnel policy and obligations in the area of absenteeism. You'll also receive a personal report with tips afterwards.

Risks and hassle

In practice it appears that once the first employee is employed, the threshold for more staff is lower. Of course you still run the risk of hiring the wrong person. However, many experienced entrepreneurs know that to a large extent you can obviate the risks and that the hassle is often not that bad.

Risks of staff employed

Stuck with an employee that you would rather leave: You can largely overcome this with all kinds of flexible contracts. You can also dismiss an employee who isn't functioning properly if you can demonstrate this.

Personnel unable to pay due to financial problems: For economic reasons, it's possible under certain circumstances to dismiss employees. Here too, you must make this plausible.

Obligation to continue paying wages in the event of illness: You must continue to pay a sick employee at least 70 percent of the last-earned wage for two years. This can be a considerable cost item, but it's possible to insure yourself against this with a sickness insurance.

Staff red tape employed

Keep track of salary administration: An administration office takes care of the entire salary administration for a small amount. You then only have to keep track of timesheets and staff changes.

Regulations in the field of working conditions : Employers are obliged, in the context of good health and safety policy, to identify risks in their company. Small companies with fewer than 25 employees need to do this less extensively than large employers.

What alternatives do you have?

As an entrepreneur you have access to all sorts of alternative options for permanent staff. They provide even fewer risks and hassle, but often cost more time and money. Alternatives are, for example, freelancers or self-employed, temporary workers, secondment, payrolling, on- call workers and outsourcing. Take a good look at which option is best for your company. And whatever you choose: success with doing business!

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