Australia Small Business Recruitment: How to Hire Right

April 20, 2026

Written by Natasha Hawker
Founder and Managing Director
Natasha is a leading HR expert, entrepreneur, author and sought-after media commentator for outlets such as Sunrise (Channel 7), ABC Radio and The Australian Financial Review. Natasha co-founded Employee Matters in 2011 to help Australian businesses achieve success through their people.

Your team can either be the engine that scales your business, or the anchor that sinks it. For many entrepreneurs, mastering the complex life cycle of hiring, managing, and occasionally firing employees feels like navigating a minefield.

In a recent episode of the EO Business Podcast, host Linh Podetti sat down with Natasha Hawker, Managing Director of Employee Matters and author of the Amazon best-seller, "From Hire to Fire." Transitioning from the high-stakes finance world to launching a thriving HR firm, Natasha brings over 30 years of in-the-trenches experience to the table.

If you want to protect your business, improve your cash flow, and implement proven small business recruitment strategies, here are the most critical takeaways from Natasha’s entrepreneurial journey.

Protect Your Cash Flow & Trust Your Gut

In the early days of building her business, Natasha made a classic entrepreneurial mistake: letting a desperate need for revenue dictate her terms. By initially offering 14-day payment terms, she found that clients constantly paid late, leaving her footing the bill for her team's hard work.

The Pivot: She switched to 7-day upfront payment terms. While terrifying at first, this single boundary made her business cash-positive almost overnight.

Natasha also learned the hard way to recognise client red flags. Early on, she took on a client she instantly had a bad feeling about. The situation devolved into verbal abuse, forcing Natasha to threaten legal action (an AVO) to protect herself.

The Lesson: Never onboard a client (or an employee) out of desperation. Protect your peace and your bottom line by working only with those who respect your boundaries.

The "Hire Right" Recruitment Framework

Natasha firmly believes that employees are your greatest asset, but without a solid recruitment process, they become your biggest liability. A gut feeling isn't enough; you need a structured framework.

Natasha’s Non-Negotiable Hiring Steps:

Define the Role: Have a crystal-clear job description before you spend a dime on an ad.
Curate the Candidate Experience: Treat every applicant with respect. They will remember how you made them feel, which impacts your employer brand.
Assess the 3 Pillars:
- Technical: Can they actually do the job?
- Cultural: Do they align with your core values?
- Behavioral: Past behavior predicts future performance—give them practical scenarios to solve.
Dig Deep on References: Don't just settle for the HR department; speak directly to the person they reported to.
Leverage Psychometric Testing: Tools like the Harrison Assessment are game-changers for measuring if a candidate's hidden traits actually align with the role's demands.

Master the Art of Firing Fast

Avoiding difficult conversations is a massive trap for business owners. When a team member underperforms or creates a toxic environment, entrepreneurs often drag their feet, hoping things will magically improve.

Natasha champions the philosophy of "Hire Slow, Fire Fast." If an employee isn't working out after proper onboarding and support, keeping them around drains your resources and destroys the morale of your high-performers. However, firing must be done carefully to avoid unfair dismissal claims. Always ensure your process passes the legal test of not being "harsh, unjust, or unreasonable." When in doubt, implement a formal Performance Improvement Plan (PIP) or seek professional HR counsel.

Bridge the Gap with Dual Mentoring

With up to five generations currently sharing the workplace, communication styles are bound to clash. To turn this potential friction into a superpower, Natasha recommends Dual Mentoring.

Pair a senior executive (Boomer or Gen X) with a younger employee (Millennial or Gen Z) on a collaborative project. The senior leader imparts industry wisdom and strategic thinking, while the younger employee brings fresh perspectives, tech fluency, and insight into new cultural trends. It’s a win-win for company culture.

Struggling with your HR and recruitment?

You don’t have to navigate the complexities of hiring, managing, and firing on your own. If you want to protect your business and build a high-performing team, contact Employee Matters today and we can help you transform your employees from your biggest liability into your greatest asset.