Having been overwhelmed with the avalanche of rules and regulations surrounding hiring even a part-time employee, I pulled myself out of the fetal position (no, that picture in last week’s post was not actually me) and started surveying my options. There are a lot of ways to get help here. It’s just a matter of how much it’ll cost.
While there are plenty of online resources, I found them to be tough to use. There are so many questions that are specific to each hiring situation that a general online resource just doesn’t go deep enough. Personal assistance was key.
I was first told to talk to employment lawyers, and I did find one that was helpful. She gave me a brief review of the laws and said that for a modest fee she could put together an offer letter and employee handbook, something that’s very important to have. But that’s really only one part of the equation. There are also the basic payroll administration requirements. For that, you can choose between complete outsourcing services or products like Intuit Payroll that make it easier to do it yourself.
These do-it-yourself options, however, assume that I have time to stay up on rules and handle everything properly. I’m not that confident. There are Professional Employer Organizations (PEOs) like Algentis that can handle all of this. But for someone looking to hire just a part-timer, it didn’t seem like this would make sense financially.
Ultimately, what seems to be the best option for me is to go through a temp agency. I’ve had several people suggest that I form a relationship with a temp agency where I tell them that I’ll source the employee for them to hire. In exchange, they’ll lower the fees since they don’t have to do the acquisition work. I’m told this type of relationship is more likely to happen with a smaller agency, so that’s where I’m starting to look.
I’ll let you know how it goes.
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