Write a one-page job brief
Small offices often hire in a hurry: someone leaves, the work piles up, and the first acceptable CV gets the job. A one-page brief written before you advertise saves weeks of mismatch later.
- Job title, and who the person reports to
- The five or six tasks that fill most of the week
- Office hours, Saturdays, and any late evenings
- Must-have skills, such as Excel, spoken English or a motorbike licence
- Nice-to-have skills you would train for
- Salary range and benefits such as lunch or pick and drop
Share the brief with candidates. It filters out people who want something different and gives the right ones confidence that the job is real.
Common office roles and what to test
Each office role has one or two skills that matter most. Test those directly rather than relying on a CV.
| Role | What matters most | A simple test |
|---|---|---|
| Receptionist | Phone manner, presentation, calm | A mock call and a visitor greeting |
| Office boy / helper | Punctuality, honesty, knowing the city | A trial day of real errands |
| Admin assistant | Organisation, email writing, Excel | Draft a short email and fix a messy sheet |
| Data entry operator | Accuracy and speed | Type 50 records from paper into a sheet |
| Accounts assistant | Excel, basic entries, honesty | Post five entries and reconcile a short bank list |
| Sales executive | Confidence, persistence, follow-up | A role-play sales call |
Keep tests short, 20 to 40 minutes, and give every candidate the same one. Tell them in advance that there will be a short task.
Shortlist on evidence
A degree tells you someone sat exams. It does not tell you whether they can manage a reception on a busy morning. For junior roles, weigh past work, references and test results more heavily than qualifications.
Be careful with experience claimed at large companies. Ask what exactly the person did each day, which software they used, and who they reported to. Specific answers usually mean real experience.
Interview with real situations
Ask about situations rather than opinions. "Tell me about a time a customer was angry with you" gets a more useful answer than "how do you handle pressure?"
- Walk me through a normal day in your last job.
- What did your manager praise you for? What did they ask you to improve?
- Tell me about a mistake you made at work and what you did about it.
- How would you get to this office each day, and how long would it take?
- When could you start, and what notice do you need to give?
Our interview questions guide has role-by-role question lists you can print and use.
Check references before you offer
Call the last employer yourself, using a number you find independently, such as the company's landline, rather than only the mobile number the candidate gives. Ask whether they would hire the person again. A pause before the answer often tells you more than the answer itself.
For roles handling cash or stock, such as cashier, store keeper or accounts assistant, ask specifically about honesty and record keeping.
Make a clear written offer
An offer letter avoids most later disputes. It does not need to be long.
- Job title, start date and place of work
- Salary, pay date, and any allowances
- Working hours and weekly off days
- Probation period and notice during and after probation
- Leave entitlement and public holidays
- Social security and EOBI registration where it applies
Our salary guides for receptionists, office boys, accounts and sales staff give typical market ranges in the twin cities, which help you pitch the offer sensibly.
Use probation well
A probation period of one to three months is common. Use it. Set three or four clear expectations at the start, meet briefly at the end of each month, and say plainly what is going well and what is not. If it is not working, end it fairly within the probation terms rather than letting it drag on.
Most good hires fail because nobody explained the job. Give a short induction on day one: where things are, who does what, how to use the phone system and the printer, and what to do when the manager is out.
Think about the commute
In Islamabad and Rawalpindi, the commute decides whether people stay. A receptionist travelling from Rawalpindi to Blue Area at rush hour on public transport may be exhausted before she arrives. Pick and drop, flexible start times or hiring from nearby areas can make a real difference to retention, especially for female staff.
Hire Staff Islamabad looks for candidates who live within a reasonable commute of your office, and asks about travel at the first conversation.
Where to find candidates
Small offices in Islamabad and Rawalpindi usually find staff through referrals from existing employees, job boards, social media posts and agencies. Referrals are quick and often good, but they can lead to an office full of one family or neighbourhood. Mix your sources for junior roles.
When you advertise, include the salary range and the area. Posts without them attract hundreds of mismatched replies, and the best candidates often skip them.
Small things that keep people
- Salary paid on the same date every month
- A clear lunch break and a place to eat
- Pick and drop or a travel allowance for long commutes
- A short review after probation, and once a year after that
- Basic respect: thanks for good work, and feedback in private
In small offices, one good office boy or receptionist who stays for years saves far more than the cost of these basics.
When an agency helps
An agency is most useful when you have little time, when the role is hard to fill, or when you need someone quickly after a resignation. Give the agency the same one-page brief, and still run your own test and reference call. A good agency saves you the first round of screening, not your judgement.
Questions
Want help with the search?
Tell us the role, your area and the hours, and we will call you back.