‘Buyer’s Guide’ when selecting a HR partner
When choosing which HR consultant to hire, it’s important to get it right. Selecting the wrong HR partner could result in negative implications for your business; bad hirings, time, cost and risk implications of further recruitment and possible dismissals, poor team morale and a general negative impact on the organisation as a whole.
Here are a few points to consider when selecting a HR partner, so that you can make the right choice first time:
Professional membership
The HR professional might have a qualification from the Chartered Institute of Personnel Development (CIPD). This is a great start but the true value is in on-going professional membership. This will ensure your consultant undertakes continuous professional development, has access to a range of professional resources and is up to date in employment law and good practice. By selecting a partner with CIPD qualifications and at least Chartered Membership, you’re assured that the member’s knowledge is current and relevant.
Experience in employee issues
Knowledge is one thing, but experience is another! Good HR advice comes from years of hard-won experience in a multitude of HR scenarios. People are individuals – no two cases are exactly the same; so the more experience – the better. A good HR partner will be able to apply your specific situation to their experience and advise the risks – often having lived through those risks previously.
Disciplinary, grievance, redundancy (and other tricky employment matters)
Thankfully, these situations don’t arise all the time (if they do, call us – we can help reduce their frequency). When uncommon HR activities arise, the SME business owner has to go through a learning curve to remind themselves of the process and learning how the law has updated practice in these areas. A HR partner deals with these matters all the time and is equipped with the knowledge and ability to advise and act quickly. Time is of the essence in situations where a dysfunctional employee or role remaining with an organisation is a significant cost.
Make sure the consultants you shortlist have the expertise in the areas that you need help with. Getting support from an experienced HR professional reduces labour costs and the risk of potential staffing issues and subsequent claims.
Close client contact
We’ve all phoned faceless call centres where you have to explain your situation from scratch every time and even to different people on the same call. The SME owner does not have the time for this and we know it can be a source of great frustration. If this is important to you, choose a supplier that can get to know your business and build a relationship with so there is some context to the advice being given.
Flexibility
When you work with a HR professional, you still want to be in control. Consider whether you want risk-averse advice which potentially will keep you out of Employment Tribunal but creates endless management processes. Or do you want commercial advice, with the risks explained to you and the freedom to choose how you proceed – in full knowledge of the potential legal and reputational risks. Many HR partners will wrap insurance with the advice meaning the risk-averse approach is the only option.
Consider flexibility in terms of the way the service is delivered too. You don’t have to be tied into lengthy contracts. Some suppliers offer pay-as-you go services, along with monthly fee based services which can often work out more cost effective. Some will have no minimum period (but these are likely to be higher priced) and some will have tie-ins. Generally the longer the tie-in, the cheaper the deal. This is not always a good thing – once you sign on the dotted line is there a risk of the service quality dipping? Many providers will provide positive testimonials (but why would they have anything other than positive on their website). When looking for your chosen provider, ask them if any of their retained clients would be willing to speak to you so you can get the full picture of their service levels before committing to a contract. Or try out the pay as you go route for a few months – more expensive, but its a great way to try before you buy. You could always try to negotiate the terms of the retainer to reduce the tie-in period if you are still not sure.
What about the cost?
Obtaining an accurate cost forecast is important when selecting an HR professional. Transparency and openness are vital when calculating the total cost of hiring an HR consultant. See whether your shortlisted providers publish their fees on their website. Not publishing fees could suggest different rates for different clients, or that the provider is too expensive! Paying by the hour is typical, but some providers also provide fixed price services which add great value when a case is more complex than first anticipated. Seek out a pricing structure which is clear, concise and easy-to-understand saves you time and money.
There is a massive range of HR providers in the marketplace – from large national call centre providers to individual local consultants. Technology means your support does not need to be on your door step (we have clients we still have not met in person!) but the personal relationship and resource flexibility could be important factors. It makes sense to shop around and get a personal recommendation. If your current supplier does not fully meet your needs, consider talking to them to try and improve their service or end your relationship. Hopefully these tips will help you receive the support you need.
