Things to Consider When Hiring Employees in California

Photo by Roberto Nickson:

If you are at the point where you need to hire employees for your business in California, then congratulations! This is a milestone for many businesses. Although it’s a great stage to be at, it can also be stressful as it may be totally new to you. So, we’ve put together a few things for you to keep in mind when you’re hiring employees for the first time in The Golden State. Read on to find out more information.


When it comes to hiring employees in the US, you need to get a tax ID and an Employee Identification Number in place, following all the necessary regulations – you might want to consider speaking to an accountant or attorney with experience in this field to assist you with tax and payroll. To apply for an Employer Identification Number in California, click the link. Make sure that you’re always complying with California regulations to avoid any problems further down the line!

State Laws

Speaking of complying, you also must ensure that you are obeying California laws when it comes to your employees. This means you need to have the right health and safety regulations in place, including how many hours employees can work or what lunch breaks they’re entitled to, and so on. These laws are all different from state to state, so do your research for the state of California

Your Competitors

It’s also a good idea to see how your competitors in the local area are executing their hiring process. Look into how many people they have on board already and what jobs they do. Take note of what kind of recruitment drives competitors have and how they do them. This can act as inspiration for you and can allow you to think about how you can do it better. Look on their website, ask around, check out their social networking channels… These days, there is so much information readily available, you’d be foolish not to take advantage of it.

Remote Workers?

Would it be better to go down the route of remote workers instead of in-person? Or, could you simply outsource some of the work that you need to be done on an ad-hoc basis? Both of these methods could be more cost-effective if you don’t need to hire somebody full-time in person. Different employment routes are definitely worth your consideration and can be a lot more straightforward sometimes. You need to clearly lay out what it is you’re looking for, and how you can achieve this. 


The actual recruiting part can sometimes be tricky. You can advertise roles on your site, your social media, or a job site. You could also put up posters or leaflets for a more traditional route. Word of mouth can also sometimes work if you’re looking on a smaller scale. Or, alternatively, you can start the search yourself – think of contacting candidates via LinkedIn profiles, speaking to recruitment agencies, and networking wherever possible. Recruitment can sometimes be a lengthy, expensive process but it should be worth it in the end! There are plenty of candidates available in California though, so you should have plenty of choice close by.