Tag Archives: human resources

Should you Hire or Outsource HR?

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A question we often get is, “Should I hire a full-time HR person or outsource my HR?” It’s a really important question and we wanted to address it on the blog today. In general, HR is a critical part of any business operation. So much gets wrapped up in the HR seat, it’s often responsible for: maintaining morale, culture, hiring, firing, delivering employee handbooks, ensuring compliance, and more.

However, many firms decide not to have a full-time, dedicated HR person. Instead they’ll opt to delegate the task among several employees, all who may know a little bit about HR laws and guidelines, but may not know enough of the nuances to keep a company in compliance and help it reach its full potential.

So is there are “right way to do it”? Not necessarily, but there is a “right” solution that best fits your organization. We think there are three primary ways a business can set up their HR department; none of them are “right” or “wrong”, it’s just about finding the option that best fits the employer.

1. Hire a full-time HR person.

This is pretty self-explanatory, you can hire an in-house HR person that focuses solely on managing and executing HR. We think having an in-house HR person may be best for growing companies that have 55-70 plus employees. These organizations are large enough that they really do require the support of a full-time HR person or HR team.

2.  Outsourced HR.

If you hop on Google and look for an outsourced HR solution, you’ll find hundreds of them. Very few of them are really good but there’s an unending supply of them. These outsourced HR companies will help you with all the baseline HR tasks: handbooks, compliance, access to form libraries and policies. They can even help with employee agreements like hiring or separation agreements. Often they’ll provide ongoing support through a call center or email.

The main drawback is as a user is you’re left on your own to navigate their system and, because these tech HR companies are so massive, it can be difficult to get someone on the phone to answer your questions directly.

3. Full-service, outsourced HR.

Full-service, outsourced HR provides the same benefits as the outsourced HR department, but you get much more value because you would have a proxy HR department but not on your payroll.

These type of firms, can step in, get to know your team, and help with culture, morale, interviewing, hiring, terminations, conflict resolution, etc. And a lot of times they’ll even work directly with the employees and help drive your HR initiatives. We think this is how you get the best of both worlds.

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There’s really no right or wrong way to do this. Every company is going to set up their HR department differently, based on the size of their company and their objectives. Sometimes it’s about finding the best combination of the two, depending on the needs of the company.

At CorpStrat, we offer full-service, outsourced HR. If you have questions about how to best set up your HR department, let us know. We’re here to help. marketing@corpstrat.com

Recession-Proofing Strategies for Small Businesses and Their HR Teams

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Amid a recession, organizations of all sizes and sectors usually experience decreased sales and profits stemming from changing consumer behaviors. An economic downturn may also limit an organization’s credit capabilities and reduce their overall cash flow as customers take more time to pay for products and services.

While these behaviors can threaten the financial stability of any organization, large businesses are often better positioned to weather a recession because of their substantial revenues, excess reserves and privileged access to a wider range of credit markets. Small businesses, on the other hand, may be particularly vulnerable during an economic downturn, as they generally lack the additional capital necessary to offset extended periods of loss. As a result, when a recession occurs, small businesses are more likely to have to make difficult financial decisions to avoid issues such as insolvency or bankruptcy.

Recessions can’t be prevented or avoided but the strategies that HR teams implement can great impact whether organizations are able to withstand the downturn. Specifically, HR teams can ensure their organizations are sufficiently prepared for a recession by taking steps to limit related ramifications and maintain financial stability. Today we’re going to talk about how a recession impacts small businesses and explores what HR teams can do to adequately prepare their organizations for an economic downturn.

Tips to Prepare for a Recession

To promote financial stability among their organizations during an economic downturn, HR teams should consider the following recession-proofing tips:

1. Revisit compensation and benefits strategies.

Many employers have responded to recent labor challenges by increasing workers’ salaries, providing substantial bonuses and expanding employee benefits and perks. However, with the possibility of a recession on the horizon, HR teams may need to rethink how their organizations will address attraction and retention struggles. This may involve curtailing salary increases and reducing employee benefits. After all, recession-proof organizations tend to develop their budgets with an eye toward the future.

2. Automate internal processes.

The more efficient organizations are, the more resilient they will likely be during a recession. In particular, recession-proof organizations tend to stay one step ahead by optimizing their resources and automating where possible. As such, HR teams can improve organizational productivity by automating processes and implementing new technologies. This may entail automating recruiting, onboarding and payroll operations to bolster efficiency.

3. Try to minimize layoffs.

When organizations’ financial capabilities become uncertain, their immediate plans may be to reduce costs through layoffs. However, layoffs should only be considered a last resort, seeing as they can create additional risks (e.g., legal liabilities, lower morale and employee distrust) and negatively impact business operations by decreasing productivity and proficiency. Instead, HR teams may be able to minimize the need for layoffs within their organizations by implementing voluntary reduction-in-force programs or choosing to slow hiring or pause it entirely.

4. Stay transparent.

The possibility of a recession can bring uncertainty. Employees will likely be concerned about their futures. They may question the long-term viability of their respective organizations. With this in mind, HR teams need to find ways to keep employees informed without fostering their worries. Creating transparent workplace cultures can help organizations limit recession-related ramifications.

5. Prioritize employee engagement.

Employee engagement can be vital leading up to and during a recession. During periods of economic uncertainty, employees are likely to feel stressed. When organizations are forced to lay off employees, the remaining employees tend to shoulder additional responsibilities and greater workloads. As a result, these employees feel overworked and unsure about their futures. According to industry experts, highly engaged employees can help limit recession-related labor challenges among organizations. Engaged employees are more likely to accept negative work changes and remain loyal. HR teams can increase employee engagement by meeting with employees regularly and addressing their concerns early. By increasing employee engagement during difficult times, HR teams can help maintain staff morale and productivity.

6. Manage health care costs.

As healthcare budgets shrink during a recession, searching for cost-effective solutions can allow organizations to maintain affordable benefits for employees. Implementing effective strategies to manage health care expenses can help HR teams keep their organizations’ reduced benefits budgets intact without sacrificing employees’ needs. This can include reevaluating plan designs and offerings, directing staff to cost-effective services, and improving employee health care literacy.

Conclusion

A recession can have serious impacts on small businesses. Fortunately, by properly preparing for an economic downturn, HR teams can help their organizations be better positioned to minimize financial hardships.

Have additional questions? Reach out to us at marketing@corpstrat.com.

4 Attraction and Retention Trends to Monitor in 2023

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Last year’s labor market was a roller coaster and we believe 2023 will be no different. A lot is uncertain but one thing is clear: employers will struggle to compete for top talent.  Labor metrics indicate that though the market has slightly improved over last year, it’s still a tight labor market, numbers remain historically high. While most employers project an increase in salaries in 2023, many will look beyond pay alone to help attract and retain current and prospective employees.

While some companies have been offering higher compensation and better benefits packages, many organizations also are looking for other ways to optimize their offerings and enhance employee experience. As they compete for talent, many may take a total rewards approach to fulfill employees’ workplace desires. Today, we’re talking about four attraction and retention trends to watch in 2023.

1. Redesigned Flexibility

Remote work exploded at the height of the pandemic and many organizations shifted to a flexible work model out of necessity. Nearly three years later, having flexible and remote work models has shifted from a perk to a given. Employees want the flexibility to work when and where they want.

For employers, it’s essential to balance organizational goals with employee desires. It’s important to adapt to employee expectations around flexible work models while also keeping an eye on business priorities that might call for having employees back in the office. While workplace flexibility is not always feasible, employers can evaluate their own situations and consider ways to develop flexible arrangements. The goal is to focus on output and productivity rather than time spent online or in the workplace.

2. Mental Health Support

Between the pandemic, inflation and job duties, more employees feel burnt out or are battling mental health challenges. More employers will be considering how to take a proactive approach towards employee mental well-being and resilience. A survey from the employee wellness platform, Gympass, revealed that nearly half of employees (48%) say their well-being declined in 2022. In addition, 28% say they are miserable at work. Health experts predict that employees’ mental health will continue to decline amid economic uncertainty, which means the demand for mental health care will increase in 2023.

Employers can offer benefits, perks, and wellness programs designed to support mental well-being. To address burnout, many employers will offer or expand their employee assistance programs, behavioral health anti-stigma campaigns, and training for recognizing employee and peer behavioral health issues. Employers are poised to offer the education and support that today’s workers need and are looking for.

3. Learning and Development Opportunities

Learning and developing efforts have been on the rise in recent years. Not only are workers looking for professional growth opportunities at an employer, but many organizations are upskilling or reskilling workers, as it’s often less expensive to reskill a current employee than hire a new one. On the flip side, employees who receive learning and development opportunities are more likely to stay with the company and grow into different roles. Therefore, learning and development initiatives prove to be a win-win situation for employers and employees.

As employers go head-to-head in the competitive race for talent in 2023, upskilling their current workforces could be a solution to finding workers for their in-demand roles. Furthermore, organizations are prioritizing internal mobility to address skills gaps and strengthen employee retention.

4. Increased Focus on Belonging

Nurturing a sense of belonging is a critical component of company culture. At work, belonging is the experience of employees feeling accepted and included by those around them. While belonging doesn’t necessarily come with a price tag, employers can invest efforts and resources into ensuring their workplaces are inclusive, collaborative, and connected. Employees are looking for a work environment that’s authentic and accepting. A focus on belonging can play a crucial role in improving workplace culture.

Many workplace factors can impact employees’ sense of belonging, including company culture, benefits offerings, communication methods, learning and development resources and mental health support. Any day-to-day interactions among co-workers and managers or companywide initiatives may impact workplace culture and the overall employee experience. When an organization develops reputation for being an inclusive and supportive workplace, new talent is eager to join. Employers can elevate employee experiences by creating workplaces where employees feel they belong and can be their authentic selves.

Summary

Employers can get ahead of the game in 2023 by monitoring the trends shaping the ever-evolving labor market and driving current and prospective employees’ needs and wants. While attraction and retention challenges are likely to continue this year, these trends demonstrate ways employers can elevate and strengthen their talent strategies to win and keep more workers.

Reach out to CorpStrat for more guidance on these topics and other employee attraction and retention trends.

5 Things You Need To Get Your HR Policy Ready for 2021!

Happy 2021, from our CorpStrat family to yours! As we dive into the new year full force, it’s incredible to reflect on how much our world has changed. It goes without saying that COVID-19 has transformed our lives and our workplaces by extension. That’s why this year, more than any other, it’s so important to make sure that you’re set up for HR success in 2021. We’re here to help you with that.

Most people only think about HR when there’s a major compliance issue, but this is the worst time to find out your HR policy isn’t properly updated. Don’t let this be you. Here are our top 5 things you should do right now to make sure your HR policy is set up for 2021:

1. Make Sure Your Team Gets Sexual Harassment Training

Recently California enacted a series of laws that strengthened the state’s protections against workplace harassment. California used to require employers with 50+ employees to complete required training every other year, it’s now 5+ employees and the deadline to complete the training was January 1st 2021. If you haven’t completed this training, let’s talk. At CorpStrat, we offer affordable Sexual Harassment Training for every company size, from 3-300+.

2. Update Your Employee Handbooks

Has your handbook been updated or reviewed recently? If not, it may not accurately reflect your company’s policies, leaving room for confusion and major compliance issues. Take the worry out of it, sign up for a free consultation.

3. Learn About Policy Changes Made Due to COVID-19

COVID-19 has changed so many things we may have taken for granted. Are you familiar with the new laws and have your company policies changed in accordance with these laws? If you’re hesitating to answer, schedule a call with us, we can absolutely help you.

4. Get An HR Audit

How can you set up your company policy if you’re not clear on what your exposures are. If you haven’t had an HR audit done in the last year, we’d advise you to get one as soon as possible to avoid red flags.

5. Rethink Your Strategic Initiatives

Are you and your employees up to date on performance reviews, job descriptions, etc.? Talk to one of our HR experts to make sure you’re on track and doing all you can.

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At CorpStrat, our HR experts will guide you through setting up your HR policy for 2021. If you’re interested, let’s talk! Call us at (818) 377- 7260 or email us at marketing@www.corpstrat.com

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When Recruiting Meets Tech—A Perfect Partnership

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65% of candidates say they never, or rarely, receive notice about their application. It’s easy to see how this can occur, especially if HR teams aren’t set up with technology that helps them streamline and automate their workflow. 

Successful recruitment is about more than blasting a job listing and expecting a bevy of qualified candidates. It’s about utilizing current technology to make your recruitment workflow easier for your HR team and seamless for the candidates. That’s why we love Workforce Ready’s built-in applicant tracking. Standalone applicant tracking apps can quickly lead to errors and duplicate information. With Workforce Ready’s applicant tracking, everything is in the same database which improves the candidate experience, eliminates data transfer error, reduces time to hire, and allows you to attract and nurture the right candidates for the position.

Once you’ve attracted applicants from various channels, you want to make sure it’s easy for them to intuitively find and apply for the jobs that are right for them. Remember, you want your job portal to be technologically advanced and imbued with marketing savvy. Workforce Ready allows you to set up a job portal that:

1. Is Embedded & Branded

Align the look and feel of your career site with your company branding — this helps reinforce your company values and establishes brand authority.

2. Is Mobile-friendly and Responsive

86% of active candidates use their smartphones to begin a job search. This is why it’s important to create your portal using responsive design so it can be viewed on all types of devices, including mobile.

3. Able to Filter Applicants

It’s important for you and the applicants you’re considering to know quickly when something’s not the right fit. This lets applicants move on to the next opportunity and lets you focus your efforts.

4. Tracks Candidate Progress

With automated process tracking, you can view the stage each candidate is at, understand if the processes have stalled, and respond quickly to get things back on track.

5. Automates the Hiring Lifecycle

Define the phases you want your candidates to go through and how long you want each of these phases to take, then build the infrastructure for them into your HCM platform using checklists, automated actions you can assign, and notification workflows to make sure the right people are in on the right conversations

6. Communicates Consistently with Candidates

Set up touch points that keep your candidates informed at every stage of the application process, so they don’t start exploring other options. Use automation to keep your communications timely and reduce the manual overhead.

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Want to learn more about our Workforce Ready workforce management platform? Schedule a call with us today!