Especially if you already have an HR department at your organization, it can sound a little weird to talk with human resource consulting firms about your needs. HR consulting firms can, however, lend help with the following 5 areas of concern.
Particularly at small-to-medium-sized businesses, many HR staff members don't have experience writing handbooks. Given the potential ramifications of messing up a handbook, it's wise to ask a consultant for assistance in drafting or revising one. They can help you make sense of labor regulations and employees' concerns. Likewise, they can translate your company's policies and needs into a language that new hires will understand.
Not all hiring needs fit the standard work of your HR department. If your company is bringing in temporary staff to surge a project, for example, you might need a consultant to help you establish standards. This is especially the case if the jobs require unusual or highly specialized skills.
Whether you're establishing hiring standards for the first time or revising them, HR consulting firms can help you outline your approach. This is particularly helpful at companies that don't constantly hire new employees. Outlining a set of standards will make it easier to screen applicants, conduct interviews, and render hiring decisions.
Establishing Company HR Policies
Human resources consulting firms also can assist you with issues beyond initial hiring processes. Particularly, they can help you draft or revise policies for handling complaints and disputes. This will increase the odds that you can keep problems in-house, and that can dramatically reduce potential legal and labor headaches.
Policies should cover any array of possible areas of trouble, including discrimination, pay, vacation time, and the complaint process. Clarifying company policies will streamline the learning process for employees and managers. It will also ensure that everyone feels they're on a level playing field, boosting morale.
HR processes can be costly in terms of time and money. Where possible, you should try to streamline these processes. For example, you might be able to go from two interviews to one for positions that don't demand extensive evaluations.
Similarly, you'll want to make a decision as speedy and transparent as possible for all parties. This means making sure candidates get clear and fast answers regarding whether they're going to be hired. This may do more than save you money. It may increase the odds that folks will apply for future openings because they felt good about the process.
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