The worst job adverts

One thing I'll never understand why company's can't be clear and pretty straight forward in their job advert of what they are looking for and what they offer? 

If I haven't read through (in the sense of meaning from top to toe) 1000 of job advert in the last one year then non. That's actually not much,  especially when I think on the fact that there are people who read daily hundreds (although I doubt they read it through properly, it is just me being such a geek).  

And now comes the best bit. When I see that the applications closing day was last year and the advert was posted 2 days ago, I really do wonder whether these people are really that much tired or they just really that much don't care? 

The most common mistakes I see in job adverts are following and to be honest I find it messed up, unprofessional, crazy and the list could go on: 

- Tell you what the job is about in a two A4 page long description but forget to tell you what they offer (salary, pension scheme, training, bonuses etc.)

- They say they don't discriminate on race, gender, religion etc. but they clearly state at the end of the person specification that if you don't belong for example to a certain religious group unfortunately they can't process your application.

- Some establishments clearly state the salary package (amount + other bonuses if applicable) but when you get to the interview it turns out that they won't give you that as they have a plan in their head (which might - please remember this word: MIGHT - lead to the advertised salary eventually after going through a certain process of which they aren't sure either yet how is going to span out...) that they "forgot"/ didn't find important to mention in the advert so here you go... Oooopss, did you know that this is illegal? Unless of course you are so silly and desperate that you don't care, which you should!!!

- They state they want people to start immediately and after 1 month if not 2 they phone you and dear to tell you that you are a bad person because you don't remember every single detail of their advertised job and they will withdraw straight away your application. Come on, grow up... 

- Establishments stating in their job advert they want 5 * applicants and who doesn't hit the requirements won't be considered and then they forget to mention the requirements...

-  No deadlines given for applications or deadlines for the application process. OMG in a crazy and busy world and environment if you can't set deadlines for yourself and your processes, you are lost! Specially in sales and recruitment.

- The company is seeking for part time worker for minimum wage, weekly 15 hours and full flexibility. Seriously??? Who will pay my rent and food? I assume the companies' owner or even better, he sends me to apply for benefits or clearly states at the end of the job advert if you can't do it, please don't apply (£200 for the advert, advertised for one month, three applications received, one successfully hired who left after one month) :D ...#

But the best part was following when I said : "Give me a gun"... Saying in your job advert followings (this is from a real posting!):

 

"Measurement of Role Performance
1. Passing all ongoing company accreditation tests.
2. Meeting the role’s QA requirements.
3. Team fun, motivation.
4. Abiding by the XYZ “Rules of Engagement.”
a. Arrive at work promptly on time 09:00 am.
b. Dress in appropriate attire. Look smart and professional.
c. Keep personal calls, emails, web browsing to a bare minimum.
d. To abide by the Company Handbook.
e. Keeping a clean working environment and ensuring fellow employees health and safety.
f. Use all associated databases responsibly with mobile phones to be switched to silent whilst in the office.
5. Hitting monthly, quarterly and annual company targets within budget.
Review
XYZ Ltd.will review the ROLE’s performance during their 6 month probation period and once passed monthly thereafter by adopting a 360-appraisal system coupled with performance against agreed objectives.
Pay
Pay is directly linked to the performance of the key primary and secondary job responsibilities."

Are you kidding me????? 6 months stress because of people who can't manage properly and I am 100% sure don't even have the faith in the next applicant, basically unhealthy working environment where you are welcome to suffocate. Can anyone clearly tell me in a pretty straight forward way what this is? Ok, I will. As my lovely English fellow said: This is the way how some people write down things, never get to the point instead go round and round and round so this way they can make up their mind as and whenever without serious consequences (according to their childish mind flow) . This is not just unprofessional but obviously clear that this company had on board in this role messed up people, who they couldn't make to stay (which means something is really messed up with that company too) plus on the top of that no matter who goes to get that job s-/he will be treated and looked at as the previous ones who left and s-/he didn't even start... These people obviously can't find a way out they are focusing so much on the negative things which hit them in the past and they will get the same in the future too if continuing that way. There has been irresponsibility from both sides, but I am sure there was and still exists the reason for it. So why don't they just clarify what is keeping things wrong and instead of posting such an advert write a friendlier, clearer and more professional one? Well... NO BRAIN FOR THAT... (I mean there were I am sure but the top brain who is a no brain doesn't let the bottom ones to think or act) 

So this is it shortly, although I just referred generally on adverts I read and saw and they just crack my day and make me cry sometimes and wonder: am I really the only one who is such kind of a perfectionist or some companies (including recruitment agencies) really have not even the slightest clue how to write a normal job advert & recruit?

Have you ever heard of copy & paste, just do it better way ?

 

Writing a professional job advert

There is nothing worse than seeing daily an unprofessional job advert hanging around on the internet, shop windows, newspaper or on a leaflet just to mention a few, posted by companies/establishments who are looking for someone reliable, hard worker and to understand them. 

I am asking everyone, how can I know if a job is that what I am looking for, if I don't know the required working hours, days, the contract type, what is that they are looking for in me as their employee, and if I don't know how much the salary is etc.? There is no way of knowing it. Most of the time we just guess and hope it will turn out as it should be, but what if it's more likely they look for someone more experienced or qualified or for someone who has knowledge in using certain softwares and the company doesn't wish to train the new comer etc.? Yes, there is no way that an applicant will know these, unless it is stated.  It can be very frustrating, specially if you advertise on a page that charges you and also reaches a very broad band of job seekers (plenty of them who want to work and interpret things mainly on their own way ;) ). It can be time consuming for you as a hirer and for the job seeker as well. So let's make things simple and write a great ad:

1. What should your job advert contain?

• Who are you? Write shortly about you company, but please don't use copy+paste... Write.  ex. Since when are you on the market? Which industry/ sector (s) is your main speciality? What are you aims? Who are you looking for and what's the purpose of that role within your establishment? 
• Job title:  It is to show and reflect the seriousness of a role and responsibilities that come with it. If unsure about the title, do a little research and then try to match it as much as possible to the position. It is very important! Ex. if someone is dealing with  Accounts Management don't give them Sales Assistant title; Titles are meant to show what people mainly do/ take the responsibility for and not just to give them something to sound nice or make the environment believe how serious we are here... Of course at smaller places more roles can be/ are filled by one person, but even then the most matching title should be found. 
• Contract type: Do you want to fill a temporary or a permanent role? Is it a full time or a part time job? How many hours a week, which days? How are breaks counted? If it is a zero hour contract mention that, but as well the incentives that come with it later on. If it is a temp to perm role define what can assure the applicant that you really are serious about it. Ex.: after a certain period you'll have a chat whether you'll keep the person or not. In my opinion two months are more than enough to decide whether you really want someone on board or not. 
• Job description: What do you want the person to do whilst working for you? What are the duties and responsibilities?
• The candidate: Don't just write here that you want someone friendly and fun, say that you need an experienced person in which industry, who for example knows how to use Java, Oracle or Adobe Photoshop, etc. because you might use those programs the most, or you want someone who has a driving license. State in this section what you are looking for in the job seeker, as a professional. If you offer training then state that too. You are looking eventually for someone who will help you improve, move your business forward and not for a play pal. 
• Salary: Base salary + commission if applies. Please don't hide what you have on offer, every company has a budget and as you worked it out in your plan already you too. If you aren't sure about an exact amount then write a scale there with minimum and maximum amount from which everyone can negotiate. 
• Additional bonuses you offer? Why is it worth working for you? Here you can mention positive things even about your friendly working environment, but don't overreact it, stay cool and "sweet". 

2. What should our job advert NOT contain?
Why this? Because usually people tend to listen more when you say "don't to this/ that!" and is more likely that it sticks in their head and makes the brain work.

• Gender, age, nationality, religion, sexual orientation, marital status as these are discriminative and against the law . It is not fair on people and believe me it shouldn't be an issue at all who you hire until they are able and happy to do the job. Ex. Once funnily I was about to apply for a job with a brilliant new establishment, who were looking for an administrator/ marketinger and in their application form they stated they aren't discriminating anyone and treat equally every applicant. Reaching almost the end of my application form there was a two page long statement. I was required to write down which religion do I practice, which church I am going to, who is my priest and what are their contact details for future references? I went like: "What?! :O ". I am applying for a job, get it, why is that important which church I am going to? What if I don't go to church? I guess I won't get the job :) so that's shortly... Please do avoid these kind of actions.
• 3 sentence of the work, a job title and nothing else. Ok people get the point you have a role available but do you know how many people will apply for it? Let me tell you, a lot (or worst case non...), but let me tell you also I bet at least 50% of the applicants won't be suitable for you... (People who really care and want to work with true professionals they will look for true professional job adverts and ignore silly non sense ones. Desperate &/ or people looking to gain more experience in the industry will apply for everything that has even the slightest thing to do with their interest or is related to the role they are looking for.). I learnt that plenty of agencies do this in order to raise the volume of their data base, which I find very sad but on the other hand there are plenty of companies also who post these kind of ads, so they need to learn and master the process of writing a professional job advert. 

In the followings I'll write an example to a job advert and cases I had/ met in the past. I believe these really are things we can argue and should think about seriously. 

1. My first job advert from a long time ago (Fictive case with updated dates):

Fasterthanothers Ltd. is a company dealing with transport organizing on local and international (EU) markets for more than 5 years. What shows the best that our company is expanding rapidly is the fact that we require an other person to join us on board and fill an other new position just within a year. We are looking for a Transport Planner to start by the 13th of January 2014. 
Our colleague's duties & responsibilities are following:
-The planning of freight forwarding
- Constant liaising with clients and drivers
- Ensure cost effective routing and that deadlines are met
- Keep track, report and inform relevant people of frights organized by him/ her
- E-mailing/ faxing documents related to freight responsible for
- Filing documents (ex. copy of invoices sent) 
- Work together with colleagues to optimize ride numbers/ coverage 
We are looking for someone with following attributes: 
- Fluent English (Good grammar written and verbal as well), German and any other European language is a bonus
- Excellent IT skills and the ability to learn new programs easily
- Min. 3 months experience in a Transport organizer/ Logistic role (non experienced welcome as well but looking for someone with strong logical and analytical way of thinking)
- Minimum A level educated
- Self motivated, confident person with excellent and effective communication skills 

We provide two weeks of intensive "Work while you learn", paid training for the successful applicant with on the go support. We offer a starting salary of £18000 - £22000/ year, depending on experience and qualification. 37.5 hours work per week/ Monday - Saturday + commission after each freight organized. We provide company mobile, gym membership and a 30 days paid holiday/ year (including bank holidays). Performance and base salary will be evaluated every 6 month. Industry related training provided whilst working with us, followed by a nationally recognized certificate if exams successfully taken. The role is permanent with two months of probation period. 

If this sounds like something you are interested in please get in touch by sending us your CV and motivation letter in which you tell us why do you think this is the right role for you and what can you bring to our company. 
Applications' closing date is the 14th of December 2013. noon. Every successful applicant who is invited for a first stage interview will be notified by the 17th of December to arrange a date suitable. Applicants invited will be asked to provide references. Thank you for your time, we look forward to hearing from you and don't forget: Be Faster Than Others! 

2. Not this, please...  

I was walking up the road the other day and I saw a job advert stuck to a well known shop's window. I read it and was thinking to ask more information about it. It was stating only that's a temporary role, the job title and in 4 lines what the responsibilities are and 6 line what they are looking for. 

When I saw the store manager I said I am interested in the role. First thing she replied: Do you have your CV with? I said to her, I don't and it is not clear for me what they want exactly. She seemed surprised. I told her my situation how I am free to work and asked her if the position is full time or part time. She then replied that I don't suit their needs because they offer a 0 hour contract and want someone who is ready to work when they want it. After I asked how much do they offer? She said an amount below minimum wage and I was like: What???? :O. 

Basically where I want to get out, is this:  if you want someone on board for your like, then mention that in your advert this way you save time for yourself and the applicants as well. This position wasn't just clearly undefined availability wise but as well underpaid. If you want someone who is good (reliable, hard working) and when you wish, then pay for the service they provide otherwise keep on looking. You need to pay attention of what you write in your ad, you need to know what you are looking for and you need to be able to communicate clearly. If needed please train your staff about this, half an hour of your time for them and you saved hours if not days or weeks of hassle from your business' life. You can do it and do take the effort you won't regret it. 

3. How professionals (fed up job seekers) get a job

I remember once talking to a friend of mine - who works in the Financial sector-, he told me that he got his job following way: He urgently needed to work and as he got fed up with non sense ads where he just couldn't figure it out what the company wants or whether it is worth applying there or not, one day he decided to just send everyone his CV who ever had any word, sentence, job title relevant to what he was looking for and kept hoping for the best. He reached a limit of sending out daily a 100 times his application. Now this is waoo... Imagine, average 80 applications from him for a day that is 560/ week from which one phoned him up and invited him for an interview. He eventually got that job, but imagine on the other hand he applied for jobs where his application might not be relevant at all to the recruiter (whether company or agency) so how many people bothered unnecessary? At least 500 I bet just within one week and by one person. This was the best I heard till now but don't think he was the only friend of mine who did this :)). We have a say back home: The way you plant will define the way you harvest. So if your ads are not good you can get lots of applications but not all of them are what you are looking for.  

So yes, with these few example above I am trying to explain that there are thousands of job seekers out there and we shouldn't be wondering/ surprised at all if such a wire hits us and for one role we get within a day 100 application from which maybe 10 is roughly that what we are looking for, or in worst case we don't receive anything. 

To avoid this we need to know what we want from that position. I wrote previously also that we need to specify this in our recruitment plan, and when done, we can write the ad that hits.

Good luck and use Google or communicate with others if unsure about procedures. :)

Let's recruit successfully

When a position becomes or is due to become free you need to look for new candidate to fill it and as everyone else you too want the best on board. How this can happen? Easily if you know what you want. Let's not forget that in the followings I am going to mention steps to in house recruiters  (Director, HR manager, HR Assistant or other Appointed person -can vary depending on company's structure and size) focusing mainly on small to medium companies but of course if anyone else is interested please feel free to use it. First and most of all make recruitment plan (draft) with deadlines that you can/are able to and will follow and should contain:

 1. Time* & budget for recruitment process (yes, needed because: you need to advertise one way or the other and on a multinational market almost everything costs money and specially if you involve outsiders; you need to give bonuses to your employees in case of successful referrals if that applies at your company; you have to deal with administrative costs such as printing and document filing - this isn't that relevant but still exists, etc.)

•  *Time required for the role begins as soon as you start working on the project - including this plan - and should be defined depending of the type of role (assistant or senior role), the ways** how you'll let prospective employees know about the opportunity to work for you and urgency of filling the position (if you need someone to start in two weeks time then you won't start advertising the role a week before start date - unfortunately this happens but hey, is never too late to learn). You need to calculate in the time process the interview (depending how many people you plan to interview and how many levels the interview is going to have will define the length of it), decision taking till the first day of work commences. 
• *As we know - if not we will learn now -  that as higher the position as harder to fill the role. Highly experienced professionals in most cases already work or they hardly bother themselves looking for work. Agents/companies mainly look for/get in touch with them and not vice versa. In case of those working for longer period in the same position/at same company a career/work place change can be done easier because they already have the relevant connections to swift. On the other hand the market on the supply side of assistants is packed. Demand for work is high, lots of young and old people as well are looking for work; lots of professionals at the early/late beginning of their career are looking for career change and consider assistant roles as the best possibility to start from. Of course in case of each industry and position there are factors such as need for that role generally, number/ possibility of qualified and experienced people, salary paid, company reputation, etc., that increases/decreases the desire/demand to fill the specific role. But as the recruiter knowing your market and company you should be able to easily filter these factors as well determine the rough/min. amount of potential applicants within certain period depending where/ how you advertise. 
• ** We can advertise a role in a lot of ways. Now which one we use will depend on which is most important to you: quality (finding the most experienced and qualified candidate), price ( keeping costs of recruitment process low, at this part mainly advertising costs, because that can be the highest) and time ( how fast you wish to fill the place). If you want to keep costs low you have the possibility to search for example websites, forums that offer the possibility to advertise free - advised to find and use as much as possible in the same time and don't forget to keep track of it <ex. just to mention a few: indeed, jobsafari, freeads, jobtube, bestjobsuk, freeindex>. These might not get you the most desired (quality) candidate but will keep your costs low also advertising on more pages gives you the possibility to reach more applicants, perhaps to find someone right + fast. Advertise on your own website which if you are a small company won't be so successful as maybe lots of people don't even know you exist but if used together with other options can boost your chances. You can advertise for free by letting your connections know on your social media pages <ex. the most common ones: linkedin, facebook, twitter etc.> you have the specified "position available and if interested or their friends are then get in touch" on contact details provided. Asking your colleagues to ask around doesn't harm nor does assure someone very experienced or qualified but still can be useful. If your colleagues don't have a long list of connections or aren't interested in helping you that will be tricky but if you really want to keep costs low use as much of the free options simultaneously as possible. Don't forget this can take up from your time by posting the ads but in the same time with more ads posted in more sites, more job seekers will be reached and bigger the chance to find someone suitable. If you desperately need someone really good then pay for your advertising. Will costs you but certainly will reach quickly your target audience. You can do this by posting ads in newspapers (always decide which is the most related to your role/ industry and/or reaches lots of possible jobseekers), well known websites with high number of readers (theguardian, metro, gumtree), or look for yourself in CV databases (always check the CV is up to date) very last involve agencies (I am certain your company can and is able to manage so challenge and teach yourself and just do it you won't regret it and you/ the appointed person dealing with the process can only learn, a lot, whilst the possibility that agencies get you the right person are as high as you doing it for yourself). 

2. Full description of position you want to fill. Define relevant job title, contract type (temp/ perm, part or full time work), probation period, responsibilities/ & duties (job description) - if you want an assistant then don't write the manager's responsibilities/ duties in the job spec; budget for the role (what is the salary you are going to pay and what are the bonuses? Check the market salary range if you aren't sure and then see what extras you will/ can offer such as phone, commission, training, paid traveling costs, money compensation for a task delivered, etc.), progression & development measurement policies, working days & hours.

3. Application and Interview process: 

• The most commonly used way of applying is when your request a Curriculum Vitae (I know there are people who don't tell the truth but you know your market, interview is there to screen, the option of asking for references was invented to filter again and not everyone is making up things; besides uncertain employers generated the uncertainty with poorly communicated desires) with or without motivation letter (motivation letters are great if yourself know what your purpose of it is <you want someone to show you how well spoken they are, or how good their grammar is, or you want to know what their motivation is applying for that role - trap of Ctrl+C & Ctrl+V, etc.>), some companies use CV style online formula with prescreening surveys (make sure if you use one like this just pay attention to which position you apply the survey too and is relevant) and other application formulas (google: types of application forms). Which one you'll use is entirely up to you but try to keep things short, to the point, "sweet" (friendly and professional) and relevant. Most commonly used interview stages are two, but big companies sometimes can have up to five. 
• At the first stage of interview what I think nowadays should be used and "brought in fashion" is online face-to-face interviewing. This can be useful because if you have more relevant applicants than you were expecting you can filter after an online interview who are the ones you actually want to see   in real. By this technique you can ensure you keep the timings, really get those for a personal interview you think are eventually more relevant and also you can help the jobseekers to save traveling costs & time. Phone interviews as a first stage interview are commonly used too but online face-to-face interviews can be much more effective as you can see peoples faces, their reactions to certain questions and ensure you really speak to the person who is applying for the role. This is the 21st century be innovative :). Second stage is face-to-face interview at your office's/ place on a prearranged date which can count as first stage if phone/ online interview isn't applied. In case you organize second stage which follows any of the previously mentioned ones (I would like to mention that it might be that more different senior staff at the company would like to repeat the first stage)  should serve the purpose to measure certain skills and abilities of an applicant (get to know them better) so organize it that way and let lucky applicants know about it and the process. Here at this stage you should discuss the job package as well to ensure there are no confusions and both parties agree or negotiate if required of terms. This stages can be mixed and matched as I said can depend on the seriousity of the role, the size of the company etc, can be longer or shorter which ever is most suitable just plan it in advance. When all is done good analyzing and common sense to pick the most suitable candidate. 

When your plan is ready to go it's time to build your professional ad that should stand out and to show how professional you are.

On the job market there is a theory floating round: "That employees won't spend more than 10 seconds on applicants CV". Stop following theories and start acting, unless you are a multinational company getting in 1000 of applications for one role in 2 days you don't need to follow this. Take your time and read the CVs, you have time and you want to know who you get on board. If you think that it is unnecessary then it means you don't have time for other things either so if I am a serious applicant and see this I will be very disappointed and won't take you seriously. I faced so many times this issue: I got to an interview and apart from my name the interviewer didn't have a clue of what's in my CV then when we start talking of the content  turned out that she/ he is astonished how many things I can actually bring to the company of what they are looking for and they didn't know and I was like :O? "It is in my CV... :/". 

What you need to bear in mind your recruitment plan should contain whether you are looking to fill a volunteer, intern, apprentice or a part/ full time employment on temporary/ permanent basis. According to that know what regulations are out there that you need to prepare for.

For ex.: if you wish to fill an internship position that you wish to run for a year but divided to 4 x 3 months periods don't tell applicants that you want to offer them a real job at the end of their internship because if someone doesn't perform and you keep them working for you for three months and then off you go that person might think you were unfair. The reason behind this is because people tend to focus only on good things that benefit/ motivate them and in this case is the job for which they should, will work hard to get. It might turn out that doesn't suit their skill set or they aren't actually performing that good as you hoped, but in the same time they think they are really good which can be the case comparing things to their past experiences so they make hopes too. And as quite few establishments are on it to still exploit, miss lead them to get someone who does the job for free if you have this case that is hmm... I know this sounds hard to say and the intern idea mentioned easy to accomplish and well ready to go but in long run it will harm big time your company/-reputation if you are irresponsible, don't plan and communicate well. Dear to be honest and fair there are people out there who will appreciate it, need your honesty and understand that. You have the power in your hand use it wisely ;).

Planning the recruitment process might seem hard but if you as the recruiter have good people, communication skills and real interest in the position you want to fill this shouldn't be hard at all in contrary.

Basically the best doesn't necessary mean a graduate from a top notch university, or the best sales man next door, or the most good looking guy/ girl who has the best connections on the whole world. It means getting someone on board that you see has the drive/ passion, has the relevant idea/ experience and is a person that you can mold while still leaving her/ him intact and see the opportunity in the person to be a great ambassador for your company and have that gut feeling about the whole situation and faith this will work out. 

My aim is to give ideas and point of views according to my knowledge and experiences for those who are interested and the above written are my ways of dealing with a recruitment process in this case if it matches anyone else's description that is pure coincident and well that proves the possibility that more people think the same way which is just brilliant :). Good luck to finding the best and keeping him/ her. 

In-house HR matters

Under in-house HR according to my knowledge we understand everything related to Human Resources within an establishment. In today's market the biggest issues companies/ establishments face is the fact that they can't find loyal, dedicated employers, or keep the costs of HR resources down. This in my opinion has mostly to do with poor management, lack of knowledge and not being interested in improving the processes. 

Human Resources at every single company are/ should be like your customers, they bring you the knowledge, skills as customers bring you the money and you should offer them a service- which in this case is a job+ what comes with it- that makes them satisfied. From some particular reason this fact is overlooked and employees are treated most of the cases more likely as the customers who might not have relevant or any relation to your target market. Basically you are only interested in them because there is that "what if" factor but still ignore them.

Of course whatever you read before or will read after this are just my observations and my opinions and "If it isn't your shirt you do not take it on"!

If a process is planned well and managed well you not only keep your employees happy, but you can ensure that your customers are happy and your company has a good reputation in every instance, while costs are kept low (you don't need to spend on and off money to advertise a job; waste money to train someone who will leave anyways within a few months for which you need to blame yourself; waste time and money for administration etc.). Now let's take a look on some ideas how this can happen:

• HR Managers are the first point of contact in any HR matter so ensure you get on board someone who is capable doing the job, is aware of the employment law, HR processes, happy to learn, lead and delegate and is professional at all times (does get back to staff within a reasonable time to ensure that they deal with their matters/ issues confidentially if required, and until not certain of certain outcomes behaves neutral whilst friendly) 
• If you aren't sure what Human Resources department should do/ is about, teach yourself, make sure you clearly define each sections responsibilities/ duties and work out a plan how you think it should progress and what you expect from them.
• HR is dealing with Human Resources so don't ask them to ensure that they have to reach your companies sales target that's why you have your Sales & Marketing division for.
• Know how to recruit. As a company director or director of a department you have to be aware of certain basic roles, rules and their importance in order to ensure you see through the processes, so tasks are delivered as required, on time and within budget
• Always know your colleagues and treat them fair and with respect and in case a position becomes free ensure you fill in the role by a person in house from whom you & the department/ company believes would fit most the role (if it is one of your Assistants from an other department don't be afraid to take the challenge against your current one, there are always ways to learn and teach and if someone doesn't progress in a role to fit a certain position in that department you have to go and look for another alternative if having the possibility). If there is more than one person then let them show who is the most suitable by arranging them a little healthy in house competition related to the role (you can measure certain behaviours with certain challenges) which will not only show you who is the best but as well teaches the applicants something they can use later in their careers.
• To keep your staff happy salary wise you don't need to go over the moon but as well make sure you don't go below the market average and take in consideration what that person can bring on board, or how you can mould the person to be the right ambassador for your establishment. You can offer bonuses such as paying their traveling costs; giving them company telephone; membership cards for events, gym etc.; proof that you'll support them to learn and develop (such as fully or half paid training program that leads to a qualification); and guarantee them that you'll provide them salary raise every 6 months for example which depends on their progression - by offering for ex. a £5000- £10000  growth. As I said there are ways how to do it just play around with numbers, know your people and the budget and you can keep everyone happy. And don't forget money flows constantly in and out in a company if you manage and plan everything properly you don't need to be scared of running out of it or not being able to pay the staff the salary, because as soon as your mentality gets down to that level without even any issues being arisen you can forget the healthy company culture.
• Provide coaching/ mentoring regularly (once a month or as often as required) even if you as a director do it or someone within the company. Make sure you point out their weaknesses but in a way that makes them easily understandable and is constructive. No one wants to hear from their superior that they are rubbish in what they do, if someone is true to the company they are aware of their mistakes and it's hard enough to deal with it on their own. As sometimes everyone needs a little help give that little extra support even if it is just talking. 
• Even though you are the boss in case of your Human Resources whether is current or future employee don't show them that you are the boss by missleading them, letting them wait for you and do the job that you should and not being grateful for it. Always tell them "Thank you" for their help and support honestly and not from routine and if you need something say "Please". Thank you :) 
• Always point out the same way good abilities/ skills as bad in your staff with the aim of improving, strengthening them if needed and also showing them how. If you can't do these last ones, better shut up!
• In case you want to keep costs really low and ensure work flow is continuous you can do following: there are positions that have to be done but aren't that significant (photocopying, data base cleansing, picture editing etc.) hire people for this job who can work part time. Do internships where you might not pay a proper salary but still pay something (such as traveling costs and little + some bonus to keep your staff happy), unpaid positions will never lead anywhere, because most companies use the staff out and they don't guarantee anything at the end, just a piece of paper which believe me is not motivating anymore specially not for those who plan in long term with your company. You have the possibility to do apprenticeship program where although there are limitations by law and you have to pay the minimum wage but you certainly can test someone in a bit more serious role. If you aren't sure about who to hire, divide the role in two part time roles and this way you can ensure you provide for two people job/ opportunity to work, learn whilst your part of the job is done. But don't forget if you are unfair with your employees it can affect on a long run your company's life, reputation for worst. People working for your for a very low salary - or worst case nothing - have to pay rent, food, traveling etc. as well so doesn't matter how much they agree that they are happy working for free, you just don't be a jerk. 
• You can get financial support from the government as well in case of hiring apprentices or interns but  this is an other matter that needs to be discussed separately.
• Training at the beginning of the role: it is not a big "Was ist das?" but if you don't do it right, you can forget about success. If you still expect that things go perfect (of course we know perfection is just a say, but there aren't limits in trying to become that) and don't realize that your people are not performing which might be because of your bad introduction training given, then you really need to consult with someone ASAP for your and for your establishment's wellbeing too. 
•  Don't be scared of what happens if someone leaves, nothing, life goes on, but in the same time your main priority is to keep and have someone on a constant basis so if you are straight forward of what you want and you can ensure that what you say is what you give you have nothing to fear or lose as your processes being well planned you can adapt easily to a change. Here I need to mention that please practice your presentation skills and with example related to the role guide your staff through of what they can expect.
• Know the immigration law. I am not saying that you or your HR Manager need to be top notch but if you aren't sure about something or someone's right to work for example in the UK then go and check it up, the UK Border Agency's website gives you well explained information as well support if required. I was on quiet few interviews where I have been told because I am from XYZ country I can't work for them unless I hold certain type of VISA? This is all fine and right but putting me to face this as a first option and then after answering "No" straight they take it as a certain yes to reject my application. This makes me think that they are or discriminative or unprofessional which either ways is not what I want to deal with or work with (of course this second option doesn't even exist but hey). I didn't need by the way any VISA either, ha ha ha... You should know what are the main processes that allow to someone to be eligible to work in the country (there are many), be happy and open to understand and expect it. If you can't or aren't prepared for this, don't put stupid questions or try to show how smart you are (YOU AIN'T AND GET USED TO IT)...

And so finally these are the main points briefly (right). Hope it helped and gives you a clearer view of what should be done which in my opinion can be done and are reasonable as well it is just a question of: do you want to do it or not? You are able to do it so get on with it and when facing of not being clear about something teach yourself and learn. 

So hey, heads up and good luck. Thank you for reading this and will keep you posted later about the recruitment process as it can be done :)