When and how to hire a full-time human resources specialist is one of the most challenging decisions for most small- to medium-sized businesses as they expand. During the early stages, most entrepreneurs act as the sole HR department. With a tiny workforce, everyone in the company becomes a generalist and is expected to take up the slack wherever feasible to keep the business running.
As a business grows, attracting top job applicants becomes a task that requires a considerable amount of time and effort. Adding human resources experts to your team may aid in the recruitment process as well as overall business efficiency.
Human resources professionals assist with recruitment, onboarding, and personnel management initiatives. They may also be in charge of employee engagement, wellness initiatives, and the development of training and team-building activities. With this emphasis on people management, it is critical for your business to hire talented employees and competent human resources specialists.

Different Types of Human Resource Specialists

Understanding the types of human resource specialists gives you a glimpse of your company’s requirements in fulfilling a role.

• Human Resource Assistant

The HR Assistant is an entry-level practitioner with just a few years of experience in the industry. Nevertheless, they play an essential function as part of a broader human resources team.
An HR Assistant usually takes care of tasks such as online application screening to discover prospective applicants for vacant jobs, schedule interviews, and possibly conduct a preliminary telephone interview. An assistant-level specialist can also be invaluable in the planning of new employee orientation programs as well as the maintenance of personnel data.

• Human Resource Associate

An Associate – an intermediate-level HR Specialist – may work as a generalist in a smaller business or specialize in areas such as recruiting or incentives in an enormous corporation. They are often in charge of handling internal and external job listings and evaluating applicants and drafting employment offers. They may manage the benefits program and ensure that team members are registered and grasp how the program operates. In a business with a dedicated Human Resources Department, an associate is often the primary point of contact for employee inquiries or complaints.

• Human Resources Manager

At the managerial level, an HR professional at a large company will supervise duties that would typically be assigned to their Associates or Assistants while also participating in higher-level strategic planning. They will often collaborate with the HR Director or other department heads to develop a staffing strategy based on the company’s projected requirements. As the primary point of contact, this position will often engage directly with recruiting firms to assist in screening prospective candidates. An HR Manager also handles work contracts, negotiates wages, and, if necessary, assists with employee terminations. An HR Manager may be the only Human Resources specialist on board in a small or medium-sized business.

• Human Resources Director

A Director, being a more senior HR role, is often separated from day-to-day Human Resource operations. They are responsible for managing the company’s long-term strategic recruiting and personnel policy goals. As experienced professionals, they advise management on hiring requirements, wages, incentives, learning and development, funding, and labor relations. In most cases, an HR Director will be a senior leadership team member while in charge of the Human Resources Department.

Finding the Right Time to Hire

As a general guideline, if your company has fifty workers, at least one of them should be an HR expert. The employee-to-HR expert ratio is not an actual standard. Because of the sector they operate in, certain businesses must have HR experts on board sooner. At the same time, other owner-operators may wait a bit longer with the assistance of a competent employment agency.
However, if you exceed fifty workers, your business enters a new level in government laws, and having someone in-house who understands the requirements may be very beneficial. When it comes to creating a solid company culture, adding a Human Resources department expert may also be helpful.

Ways to Know If You Need a Hiring Specialist in Your Company

Smaller businesses may find it challenging to determine if the higher pay is worth the benefits of having in-house Human Resources knowledge. If you’re having trouble deciding, here are a few other things you can consider to help you out:

• Business Regulations

The first item to consider is your business’s regulatory system. Even if you operate in a small company, having an HR expert on your team will offer significant value if you work in a highly regulated sector. Having this additional person on board may free up the management team to concentrate on providing the product or service. Just make sure the individual you choose is familiar with the regulations of your industry.

• Growth Forecast

It is relatively easy for many small companies to form and bond as an office community with just a few employees. However, when staffing requirements grow, and team members don’t get as much face-to-face contact, silos develop and misunderstandings become much more probable. Having a dedicated HR staff member means that a resource is easily accessible to handle employee issues on a timely basis. Alleviating these problems as soon as feasible should save money and time.
Constantly evaluate your company’s projected expansion. If you anticipate a consistent growth rate or the possibility of a fast ramp-up, having a specialist on board to get the appropriate people in place and functioning will be well worth the additional pay.

• Level of Experience

When choosing whether or not to employ a Human Resources expert, consider the degree of experience needed to fulfill the position’s requirements. The answer may be complicated, depending on the size of your business and if you are in charge of any essential contracts, union responsibilities, or government mandates. Also, consider how you will set this new employee to work on the first day.
Assume you need to be prepared to negotiate executive-level contracts for a larger C-Suite with global aspirations. In such a scenario, you will need a senior expert aboard to take the lead. On the other hand, if you’re ramping up production and need to handle a significant rise in employee health and safety onboarding, a more junior associate with the support of a reputable outsourcing company may be exactly what you need.

• Multiple Contracts

Another factor to consider when hiring an HR professional is whether your business employs a large number of contract or freelance workers. These critical, non-permanent employees may provide substantial value, but they can consume a significant amount of time with negotiation and paperwork. Even small businesses that employ a few of these experts on a regular basis may benefit from having in-house HR skills.

Final Thoughts

If you’re having trouble deciding, spend some time creating a job description. Making a list of everything an HR expert can do for you will help you understand their significance. When you list everything out, you may discover that your business simply does not need an additional employee at this time. However, you have the foundations of a method for determining when it is time to hire a Human Resource specialist.
Crewbloom is an outsourcing company that can help you find the best personnel and hire talented employees. From client support to account management, we can supply you with premium talents that will play significant roles in your business. Contact us today to learn more!