Elevated HR Solutions: Selecting an HRO

So here you are: You've grown your organization to a pretty good size, where it's evident you could use some help when it comes to the administration and support of your employees.  You are officially presented with 2 choices - hire an HR manager/advisor and officially proclaim an HR department OR bring on an Human Resource Outsourcer (HRO). 

Here are some things to keep in mind if bringing on an HR Manager/Department:

1.) Someone on staff now has intimate details of your employees: From salary to performance to possible terminations.  You need to trust this person implicitly and they need to know how to temper internal relationships and friendships.  Conversations may happen and information that shouldn't be shared often is.

2.) Your overhead suddenly goes up exponentially with a full-time salary on board.  While they are providing operational efficiencies, it's a hard one to quantify in real numbers.  Plus, they get vacation and benefits and training on TOP of their base salary.

3.) When an HR manager recommends programs, they usually do so based on their own wants and experiences. As an employee it's pretty hard to not be biased.  I remember really pushing for a maternity top up program and a Health Spending Account...and I had all the back-up in the world that supported my claims too!

All of this goes away when you bring on a Human Resource Outsourcer (HRO).  However, it wouldn't be right if I didn't say to take precautions with them as well.  Here is a list of questions you should ask when looking at an HRO:

1.) How hands-on do you want to be / can you be?

2.) Do you have options or are you a “one-sized fits all” solution center?

3.) Do you provide the basics or can you help with implementation?

4.) Do you want to be purely strategic or purely administrative?

5.) Do you offer solutions for employee questions as well as management support?

6.) Do you provide reports and statistics that will help with budget and planning seasons?

7.) Do you offer an employee benefits solution?

8.) Do you have a payroll solution?

The answers should be in alignment with what you need and what you want.  It's tough to know what you don't know - but a good HRO will be able to walk you through how to determine what you need, recommend how it can be done and of course, do it all at your pace.

And yes - I'm an HRO with clients all over Western Canada!  I support employers with 3 to 125 employees.  On top of it - I love what I do!

One door closes, 15+ doors open up!

While it is certainly an old cliche, "Everything happens for a reason," is definitely a vague, yet true thought to keep in mind.  Does everything always work out for the better and therefore happen for a reason? I think it does - it just depends on your frame of mind.

I was recently engaged by a client to provide outplacement services for one of their ex-employee's.  She was actually a great employee -- she just didn't fit the future of the company anymore and they decided that in addition to the severance package they would also offer her support to help her in the next stage of her career.

Upon our first meeting, she was still very wounded by the decision.  She never dreamed that she would ever leave the company, never mind have them ask her to leave.  She was angry and upset and truly, underneath it all, she was embarrassed.  "I've never had to go seek a job before, they've all kind of landed in my lap."  I knew that feeling - that thought process of, "Where do I begin? How do I begin? What do I do now? How will survive?"  But simply put - it's EASY and you WILL survive.

First and foremost, dust off that resume!  If you don't have one, there are great templates on the web.  In my opinion, your resume should change with each job you're applying for - don't rely on a static resume.  The qualifications the company is looking for should match the qualifications you have right in the first paragraph of the resume (or in my case, first bullets on the resume).  That way, if a computer generated program is screening your resume, it will catch the key words with great success.  As well, make sure you keep formatting consistent through out your resume.  I have literally looked at a million resumes - the ones that jump out at me and allow for focus of more than 10 seconds are the ones that are pleasant to my eyes.  Also, explain the company and the business they did -- chances are, no one really knows who they are what they do.  This is important to explain because it gives even more insight into who you are and the experience you could have possibly gained, without necessarily writing every single detail down.

Second, use social media.  It is definitely becoming the newest way to get interviews.  LinkedIn is great because you can upload your resume, get recommendations from previous positions and stay in touch with business colleagues.  It's the adult version of facebook and way more credible.

Third, get a good understanding of who you are.  Take a Myers Briggs or Kiersey test.  The better you know yourself, the better you will be in an interview.  No matter what, you have to be confident in an interview (but be careful not to be cocky).  Sometimes getting let go from a position shakes your confidence.  But it needn't. It was obviously the time for you to go and find another great opportunity.  Remember, "Everything happens for a reason."

Finally - while there is a ton more advice I could give (and if you want more, be sure to send me an email), be prepared to put yourself out there.  Trust me, it's almost like falling in love.  You have to be vulnerable, take some risks for the best opportunities to come back at you.  And if you truly commit to this, you won't even need to knock at those doors, they'll just be open to you to walk on through.

http://www.elevatedhr.com/