Choosing the right HR support is one of the most important decisions you can make for your business.

Get it right and you’ll have happier people, fewer problems, stronger performance and more time to focus on growth.

Get it wrong and you could face costly mistakes, legal risks and culture issues that affect your bottom line.

So, what are your options?

It seems cost-effective initially, but they’ll need training and time away from their main role. Without proper expertise, small issues can quickly grow into expensive problems.

Great for larger businesses, but the salary and associated costs are hard to justify when most small and mid-sized businesses don’t need a full-time resource.

Affordable, but you’ll rarely speak to the same person twice. They won’t understand your business, your values or how you prefer to work with your team.

This gives you dedicated expertise without the fixed costs. You build a relationship with someone who gets to know your business personally and becomes a trusted partner.

Independent consultants offer flexible pricing options, including hourly rates, day rates or monthly retainers, based on your business size and needs.

When compared to the time, stress and potential costs of handling people problems without expert help, this approach often delivers the strongest return on investment.

We’ve created a straightforward guide explaining everything you need to know about choosing the right strategic HR support for your business.

Get in touch today for your free copy.

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In 2025, the U.S. is focusing on fraud prevention through various initiatives, including strengthening enforcement of existing laws, addressing emerging threats, like AI-driven scams, and enhancing identity verification processes.

For small businesses, fraud can hit especially hard. Your hard-earned reputation and financial stability deserve protection, especially when you’re already juggling multiple priorities with limited resources.

Your HR function is your first line of defense:

·       Watch for people-related warning signs, like unusual stress or unrealistic performance targets

·       Regularly review who has access to sensitive information

·       Make sure there are proper checks and balances in your financial processes

·       Create a “see something, say something” culture where concerns can be raised safely

Putting reasonable, proportionate controls in place now protects both your company and your customers.

Don’t wait for regulations to catch up with small businesses. We can help you to identify your fraud risk areas – ask us how.

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Have you heard of “quiet vacationing”? It’s when employees take time off without logging it officially – and it’s more common than you might think.

Recent research shows that 70% of large employers are monitoring their employees, up from 60% in 2021.

96% of companies use time tracking tools to log work hours and prevent time theft.

But, as a small business owner, do you really need to monitor your team’s every move?

Before turning to tracking software, ask why employees might avoid your regular vacation process. Is the system confusing? Do people feel uncomfortable requesting time off?

In our experience, creating a culture where people feel safe and supported taking legitimate breaks often solves the problem naturally. A quick chat over coffee can reveal more than any tracking tool.

The businesses that thrive combine clear expectations with something far more powerful – genuine trust.

We can help you to build that balance within your team. Book a call to explore your options.

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A recent study found that 1 in 5 people admit to stretching the truth about their college degrees when applying for jobs. Surprised?

That’s a lot of resumes with education claims that don’t hold up under scrutiny.

We strongly encourage business owners to double-check those impressive qualifications before making hiring decisions. A quick verification call could save you from an expensive mistake later on.

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With AI tools becoming more accessible, candidates are now creating polished, “perfect” resumes that look impressive but often don’t reflect their actual abilities.

The result?

You’re wasting valuable hours interviewing people who simply can’t deliver what their application promised.

This isn’t just frustrating; it’s costing your business:

·       Time spent on interviews that lead nowhere

·       Revenue lost while positions remain unfilled

·       Your attention is diverted from running and growing your business

·       Team morale affected when new hires don’t perform

Research shows that a bad hire can cost up to three times the employee’s salary when you account for all the associated expenses.

We’re increasingly convinced that traditional resumes are becoming unreliable as filtering tools. They tell you what a candidate wants you to know, not necessarily what you need to know.

Here are some practical alternatives that reveal far more:

Give candidates a relevant 15-minute task. You’ll learn more about their capabilities than from any resume.

Present an actual challenge from your business and see who provides thoughtful solutions.

Your existing team members often spot compatibility issues that might not be apparent to you.

Yes, there’s a cost involved, but it’s significantly less than the expense of a bad hire.

These approaches help you to identify people with genuine skills and cultural alignment, saving you time, money and stress in the long run.

If you’re struggling with your recruitment process or want to discuss alternative hiring strategies that could work for your business, get in touch with us today.

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No. In most U.S. states, you must inform participants if a meeting is being recorded. Some states require consent from all parties (known as “two-party consent”), while others require only one-party consent. Secret recordings can violate privacy laws and damage trust. It’s always best to be transparent about why you’re recording and get clear consent beforehand.

Retention requirements vary by record type and federal or state law. As a general rule, keep most employee records for at least 3 years after employment ends. Some information may need to be retained longer – payroll records typically for 3 years and retirement or benefit-related documents for up to 6 years. Always consult state-specific regulations for details.

Yes, if the training is mandatory. According to the Fair Labor Standards Act (FLSA), required training is considered work time and must be compensated—even if it takes place outside regular hours. Employees must be paid at least the federal or applicable state minimum wage.