Evaluating a potential (or current) HR outsourcing company?
Put them to the test by asking these key questions.
As the end of the year approaches, you’re probably evaluating whether you have the right programs, plans, and support to help you reach your goals for next year. But if you are considering replacing or finding a new HR solutions provider, searching for the right partner for your organization can seem monumental. Maybe you’ve been putting it off, or you’ve worked with outsourcing companies in the past that haven’t been a good fit – we get it.
The bottom line is that taking care of the HR administrative portion of your business can take away valuable time you could be spending on growth and strategy, and that’s where HR outsourcing comes in. However, hiring the wrong company can send you down a slippery slope of wasted time, resources, and money.
Below we share some key questions to ask a potential (or current) HR Outsourcing company to identify some important red flags.
Can I tailor your services to my needs?
It’s common for traditional outsourcing companies to provide a one-size-fits-all approach where all services are bundled. They may offer the illusion of flexibility with different package options, but in reality you still have to choose between bundles that fit their structure, not yours. This can result in your company paying for services it doesn’t need. When evaluating the right HR partner, ask them if they offer an à la carte option that allows you to select and only pay for the services your company needs. Ask them if they are willing to work with your current insurance broker or if they are willing to integrate their technology with your existing platforms. You may quickly find that their custom approach might not be the right fit for you.
When I call, will I be able to speak to an actual person, and will I have a dedicated account manager?
When an issue arises, the last thing you want to do is speak to a robot or jump from one menu option to the next. Having a conversation with a real person who can help troubleshoot or point you in the right direction can make a world of difference, especially in time-sensitive situations. Better yet, having a dedicated account manager who knows your business, can anticipate your needs, and gives continuity to your workflow can help take a lot of unnecessary stress off your shoulders. Because, let’s face it, if you had extra time to wait for a representative to answer, you would not need to outsource in the first place. If a provider relies solely on a call center, it could potentially mean you’ll have difficulty getting the proper support when you need it the most.
What are your technology offerings?
A single sign-on HR platform that can help manage the employee lifecycle from hire to retire can help save time and keep you compliant. Ask your potential vendor for a demo of their technology and look at the experience from the manager’s and the employee’s point of view. An easy-to-navigate portal, access to mobile technology, and the ability to electronically onboard and offboard an employee can help make recruiting a breeze and help you attract key talent in such a competitive recruiting atmosphere.
How well do you understand my industry?
As great as all the above sounds, it will only make sense if paired with industry-leading employee benefits with great rates and features that help you stand out in a competitive market. So, your potential HR partner should have keen insights into the nuances of your industry and provide you with solutions that make sense. As your business grows and evolves to adapt to changes in your industry, so should the support you receive for your outsourced partner. Only a team that understands your environment and goals can provide that for you.
The right partner
Asking these questions can help you find the right HR outsourcing partner. But, if you want to save time, click on the link below to schedule a call with us to finish your quest.