Being your own boss is perhaps one of the most rewarding parts of running your own business. But, as you become more successful and your company becomes more profitable, you might consider hiring employees to help offset your daily business activities.\r\n\r\nDeciding who to hire can seem daunting--this is a company that you created after all, and you don’t want just anybody representing your brand. So, how do you hire employees for your small business?\r\n\r\nThis article will offer a step-by-step guide to narrowing down your search for the ultimate staff to join the business.\r\nWhy should you hire employees?\r\nBefore you start searching for the right employee, you need to consider why hiring an employee, or employees, is a smart move in the first place. Expanding your team is an opportunity to further grow your business, but it also means you’ll need to invest in the proper onboarding tools and training, so that your employees are set up for success in the workplace.\r\n\r\nNew employees also bring a depth of new talent to the business. For example, if you’re the founder of a brand new sanitizing company, you likely possess all of the qualities to execute the business plan, but are you trained and educated in chemicals and cleaning? Hiring a professional cleaner or sanitizer will only enhance your business, as these new employees have talent, skills, and capabilities that are unique from your own.\r\nThings to consider prior to hiring\r\nThere are several things to keep in mind before you hire your first employee. It always costs money to make money, and in 2021, tthe average cost to hire an employee is very broad. Besides spending money to post the job to a job board, you should also expect to spend money on training and onboarding as well as the employee’s salary (which includes any bonuses or commission).\r\n\r\nConsider the following before making your hiring decision:\r\n\r\nRegister for a business number: In order to legally operate in Canada, all businesses require a business number. You can obtain a business number through the Canada Revenue Agency online or by calling 1-(800) 959-5525. Once your business is registered, you can actually recruit new employees for free by using the Government of Canada’s Job Bank. Simply sign up with your payroll number to start posting jobs and attracting top talent.\r\n\r\nReview and understand employment standards: There are various provincial and federal employment standards that vary across Canada. These employment standards include information and regulations on topics like minimum wage, statutory holidays, overtime pay, vacation days, leave of absence, and more. It’s important to familiarize yourself with these conditions, and keep a record of them so that you may refer to them often.\r\n\r\nDecide on employment type: Will you require a part-time, full-time, contract, freelance, or temporary employee? There are many different kinds of job types in Canada, and whichever you choose will influence your role and responsibility as an employer.\r\nHow to find employees to hire \r\nHiring employees for your small business is a multi-step process. \r\n\r\nRefer to the following steps to get started:\r\n\r\nCreate a job description: Outline the role and its required responsibilities. The job description should outline the skills and experience required for the position, including the job title, a clear description of the duties, any soft skills or education requirements, application deadline, as well as information on how to apply. Along with the employee’s responsibilities, the job description should also outline the qualifications of the person you are looking to hire. For example, does the role require a post-secondary education? Does the individual need to possess strong communication skills? Try to be as detailed as possible to attract the right talent.\r\n\r\nPost the job online: There are a number of different platforms that allow small business owners to post their job openings. You can advertise your job for free on social media platforms like LinkedIn or Facebook for Business, or you can allocate a budget for paid postings. \r\n\r\nReview and hire: Once you’ve posted the job, it’s time to review applications. There are a number of criteria you can use to evaluating a candidate: Does the person’s experience match the job requirements? What qualifications do they have? How long have they been in similar roles for? Is the resume and cover letter tailored to your posting? Are there grammatical errors? Create a “yes,” “no,” or “maybe” pile as you review each application. Once you’ve narrowed down your choices, you’ll need to start the interview process. This allows potential employees the ability to expand on their qualifications as they appear on paper, and it also allows you to get a better sense of their personality. Hire the individual that you feel will be the best fit for your company. This includes their qualifications, their skillset, their future goals as they align to your business model, and how well you think they’ll fit in with your existing business model and culture.\r\nYour responsibilities as an employer\r\nJust as employees have their designated tasks, as an employer, you have responsibilities as well. There are a number of financial obligations that not only ensure that your business is operating legally, but protect you from defamation or legal action as well.\r\n\r\nPart of your employer responsibilities will include:\r\n\r\n \tVerifying your employee’s Social Insurance Number (SIN) card within three days of employment.\r\n \tHave employees fill out the required tax forms, including the federal TD1 and provincial TD1 form.\r\n\r\n\r\n \tSet up a payroll account through the CRA. As an employer, you are required to collect, remit and report on payroll deductions for EI, Canada Pension Plan (CPP) and personal income tax.\r\n\r\n\r\n \tMaintain tax records. Employers must keep payroll and employment records for employees for at least 36 months.