To Hire or Not To Hire

With only 2 months left in the 4th Quarter, many business owners are now looking at tasks that need to be completed before year-end and also with an eye towards 2013 goals and objectives.  Both year-end holiday needs and 2013 goals and objectives may include adding staff.  Before you decide to hire full time, HRInsights has this rule of thumb:

Only hire full-time if sales are forecasted at a level necessary to maintain that person’s salary for at least a year.  If not, but you still need assistance, temporary employment may be the option for you.

Although there is a cost associated with hiring through temporary agencies, they are not as expensive as one might think.  The agency takes on the burden of finding the individual(s), paying the individual, paying taxes on their behalf, performing background/criminal checks and paying workers’ compensation costs.

Finding the right person can take a considerable amount of time; time you or your staff may not have.  HRInsights has found that the average number of resumes received for administrative positions is between 300 – 500.  Does your organization have the resources to sort through that many resumes, perform phone screens, in person interviews, make an offer, etc.?  Probably not.

When looking for a temporary agency, two questions to keep in mind are:

  • Is the agency slightly more expensive but provides additional value added services?
  • What is the agency’s own turnover rate internally in addition to that of their temporary workforce?

HRInsights has also found it critical to have one point person at the temporary agency with whom to communicate.  With one contact, you reduce confusion, improve the consistency of the candidates you screen, and, therefore, reduce the time needed to find the right worker for your particular needs.

If you have any small business HR issues, feel free to contact the HR professionals at

“The Small Business HR Resource”



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