Hiring tips for building your dream team

Empowering women in leadership

Providing continuous leadership development, mentorship and access to leadership training ensures women have the tools to thrive in leadership roles and drive lasting change.

Recognising International Women’s Day is just the beginning. True progress comes from fostering an environment where women can grow and lead.

“I’ve had the wonderful opportunity to meet with many highly impressive businesswomen – talented entrepreneurs who’ve proactively pursued their dreams,” says Krissie Jones, NAB’s Executive of Business Direct and Small Business.

Yet, as Krissie notes in her article, 'How to keep women-led businesses growing ', barriers remain.

“According to the State of Australian Startup Funding report , 75 per cent of female SME founders believe their gender has impacted their ability to raise capital, compared to just nine per cent of men. This highlights how much work remains to ensure women receive equal opportunities to grow their businesses.”

“As a community, we must do more to support our female entrepreneurs – to give them the opportunities they deserve and need to turn their ideas into thriving businesses,” she said.

Women-led businesses make up about one-third of all small businesses in Australia , yet received just four per cent of all venture capital funding in 2023. This signals an urgent need for change across Australia’s entrepreneurial landscape, while revealing the importance of providing practical tools and support for women entrepreneurs.

This guide simplifies the hiring process by offering actionable tips for small business owners; helping you find, onboard and retain the best talent, to confidently scale your venture.

Write a compelling job description

A well-crafted job description not only attracts the right candidates but also sets clear expectations. Start by identifying the role’s responsibilities and align them with your business goals. Be specific about:

• duties and tasks
• reporting structures
• skills and qualifications required.

Showcase your business’s mission and values in the description by highlighting flexibility, social impact and community and inclusion and diversity initiatives. This can resonate with candidates who are looking for purpose-driven workplaces and help you find a team who align with your business values.

Set a competitive pay scale

Conduct research to determine a fair and competitive pay for the role you’re hiring. Use resources like industry salary benchmarks and tools such as the Fair Work Ombudsman’s Pay Calculator, opens in new window to make sure you’re compliant with minimum wage requirements.

Advertise the role

Choose platforms that align with your target audience. Beyond traditional online job boards like SEEK or Indeed, consider:

• social media platforms like LinkedIn and Facebook
• local community groups or industry-focused networks
• specialist websites or relevant industry publications.

Speak with people in your personal network and any professional associations to advertise the role. Word-of-mouth referrals often help attract the right candidates.

Shortlist candidates and conduct interviews

Review applications carefully to identify candidates who meet both your technical and cultural requirements. During interviews, ask open-ended questions to assess skills, problem-solving abilities and alignment with your business values.

Approach interviews as a two-way street. Share your vision for the business and invite candidates to discuss how they see themselves helping achieve your business goals.

Check references

Verifying references is essential to ensure that candidates have been transparent about their experience and capabilities. Ask previous employers about:

• work performance
• team collaboration skills
• areas for improvement.

Checking references is also a great opportunity to learn how to best support and manage candidates once hired.

Make an offer of employment

Once you’ve identified the right candidate, extend a formal offer. Clearly outline:

• the role’s responsibilities and expectations
• compensation, including salary, benefits, and perks
• start date and probationary period terms (if applicable).

Follow up with a written offer to ensure clarity and transparency.

Probationary periods and onboarding

Set your new hire up for success with a structured onboarding process. During the probationary period, provide clear performance expectations, regular feedback and training opportunities. Steps include:

1. Assigning a mentor or “buddy” to help with orientation.
2. Scheduling regular check-ins to discuss progress.
3. Offering resources like customer service training or workflow guides.

Create an inclusive environment where employees feel supported, acknowledged and empowered to contribute their best work.

Ready to grow your team? Let NAB help

Hiring doesn’t have to be a daunting process. At NAB, we’re committed to supporting women entrepreneurs as they lead and grow successful businesses. We offer tools, resources and small business finance solutions designed to support entrepreneurs at every stage of growth.

• Explore our Business Research and Insights, opens in new window, Business Moments articles, or access the latest business news, opens in new window.
• Open a business transaction account to simplify payroll, tax and manage expenses efficiently.
• Speak with a NAB Business Expert for tailored business advice.

Build your dream team with NAB by your side, helping you lead with confidence and achieve your business goals.