The first hire should be defined by what it takes off you rather than by a job title. Most owners hire someone to do what they enjoy least and discover the business still depends on them for everything important. A more useful question is which recurring work, once handed over, would free the hours that actually grow the business.
Then hire deliberately, because a wrong first hire is expensive in a small business.
Define the role by what it removes
List what you do in a week, mark what only you can do, and hire against the rest. That list is the job description and it is more accurate than any template.
Be honest about whether you need a full-time person. Part-time, a contractor or a service may fit the actual workload better, and it is easier to expand than to reverse.
Find people without spending much
Referrals from people you trust, industry groups, former colleagues, and free job listing tools reach more suitable candidates than paid advertising for most small businesses.
Learnerships and internships bring subsidised, trained people through SETA funding and a tax allowance, with the framework held by the Department of Higher Education and Training. For technical roles, developing a junior is frequently cheaper and more reliable than competing for scarce experienced staff.
Assess the work, not the interview
Interviews reward confidence rather than competence. A short paid task resembling the actual job tells you far more, and it is fairer to candidates who present poorly but work well.
Check references properly and ask specifically about reliability, because that is what determines whether a small team functions.
Obligations start on day one
Written particulars of employment, accurate time and pay records, lawful deductions only, UIF registration and statutory leave apply from the first employee and cannot be contracted out of. The requirements are published by the Department of Employment and Labour.
Dismissal requires a fair reason and a fair procedure, so use the probation period properly and document performance conversations as they happen rather than reconstructing them later.
Frequently asked questions
What should my first hire do?
Whatever removes recurring work only you currently do, freeing the hours that actually grow the business.
Do I need a full-time employee?
Often not. Part-time, a contractor or a service may fit the real workload, and expanding is easier than reversing.
Where do I find candidates cheaply?
Referrals, industry groups, former colleagues and free listing tools. Learnerships also bring subsidised trained people.
How should I assess someone?
With a short paid task resembling the real job. Interviews reward confidence rather than competence.
What are my obligations from day one?
Written particulars, accurate pay and time records, lawful deductions, UIF registration and statutory leave.
Further reading
Originally published in January 2018. Updated September 2026 into practical guidance on making a first hire.
