At HRO2GO, our services are at NO CHARGE to our clients, and there is no risk in engaging our services. We receive compensation from the HR Outsourcing Services Providers that we match up with our clients, and only when we make a successful match.
There are many advantages to outsourcing HR, and one of them is a net cost savings in most cases. For some clients the cost savings can be substantial; it depends on the particular client and their situation. During our initial consultation with new clients we can advise them regarding their likelihood to save money and see other potential advantages resulting from outsourcing their HR.
Potential advantages in addition to saving money include:
The landscape for HR Outsourcing is notoriously confusing and overwhelming. There are more than 1,000 companies in the US providing this service, and the range of services they offer is difficult to comprehend. Most SMB owners and officers have little to no experience navigating this landscape, and their common lament is: “We don’t know what we don’t know” which means they don’t know what’s possible, where to start, or what questions to ask.
By teaming up with HRO2GO, the owners and officers of SMBs are guided through the maze of possibilities, follow a proven process of consulting, evaluation and selection, and receive expert advice all along the way. Clients get matched with the best HR Outsourcing companies to meet their needs, and the pricing and terms have already been favorably negotiated. Moreover, there is never a charge for the services HRO2GO provides even if we are unsuccessful in making a match for our clients.
Small-Medium size Businesses (SMBs) are usually the best fit for HR Outsourcing because the resource-demanding tasks of handling HR is a major and often costly distraction from successfully running their businesses. While large corporations with thousands of employees can justify a fully-staffed HR Department, SMB companies with fewer people see advantages from outsourcing all or part of their HR functions. As a result, most of our clients are in the range of 5 – 500 employees for PEO services, and 100 – 1,500 for ASO services.
Typical of HRO2GO clients is they are companies “on the move” meaning they are growing or changing in some way. Many of them are developing new products and services, expanding into new markets, or perhaps hiring employees in multiple states. They have a lot on their plate and therefore they are delighted to offload all or many of their HR and Administration functions.
Based on our decades of experience representing HR Outsourcing companies, we are independent contractors who have developed relationships with the “cream of the crop” top 10 – 15 companies in this industry. Taking it a step further, we have developed a grid outlining which providers excel for various types of clients and in various regions of the US and internationally.
When we consult with our clients, we gain an understanding of their needs both now and in the future, and we use our experience and expertise to suggest the most advantageous companies to meet their needs.
Surprisingly for many clients, their employees greatly appreciate the transition to outsourced HR. Having their benefits, HR and administrative needs handled more professionally and efficiently by an outside firm that specializes in these tasks is a welcome relief. Employees are delighted to have access to state of the art, web-based administration that they can access anywhere and anytime. As a result, employees are happier, while morale and productivity increase, and retention rates improve.
When a client makes the transition to outsourced HR, the owners and officers often fear they will lose control of their company and have to follow the policies and procedures set by the HR Services company. As it turns out, the opposite is true: clients gain control because the HR company simply handles the mundane tasks and daily grind of enacting the policies and procedures that are selected by the client, and the client has more time for the enjoyable tasks of developing a unique company culture that is best for their employees and their customers. Furthermore, the web-based Human Resources Information System (HRIS) puts all important employee data and reports into the hands of management automatically and accurately. The end result for clients is a big increase in having control (and joy) in running their companies.
Under the ASO model, the client’s name is all that appears on employee paychecks. Under the PEO model, both the client’s name and the PEO’s name appear on the paycheck since they are “co-employers.” Some clients fear there might be confusion or a loss of loyalty on the part of employees due to the two names involved, but it is never the case. Employees are well aware that they work for the client company, and the PEO is in place simply to take care of their benefits, HR and administrative needs. In fact, employees tend to be more loyal, not less, once a company transitions to using a PEO.
Most of our clients go through the entire process, start to finish, of first contacting us, then having a consultation, evaluating, selecting, and ultimately transitioning to an Outsourced HR model in 2 – 3 months. For start-up companies the entire process can be handled in as little as a 1 – 2 weeks.