December 21, 2016    |    By

When it comes to hiring a Professional Employer Organization in Northern California, you’re likely wondering which questions to ask. While making the decision to work with a professional employer organization (PEO) firm is a wonderful one for most companies, it pays to spend the time and energy needed to ensure the PEO you find is the right one for you.

10 Critical Questions for Hiring a PEO in Northern California

Regardless of what your company does, these ten questions can help you find the PEO that’s right for you.

1. How often can I expect communication from your PEO?

Maintaining regular contact with your PEO is a major step toward success, and hammering this out early can help you learn whether or not the PEO is right for you. Ideally, you will be able to customize a program that fits your needs and the needs of your company.

2. How do you determine your billing?

While some PEOs bundle their billing into a flat rate, others (although this is somewhat rare) handle billing
on a project-by-project basis.

3. Who is my touchpoint at your PEO?

It’s easier to develop a good relationship with a PEO if you have one consistent point of contact. With this in mind, ask the PEO who you will be dealing with every day, and then request some additional details about their background, training, and expertise. This can help you feel more comfortable with the PEO and start your new relationship on the right foot.

4. What do you assist with?

If you need assistance with specific things, like unemployment claims or employee benefits, ask your PEO about their expertise in these areas. It’s critical to find a PEO with experiences in the areas you need and being upfront with your questions will help ensure a better experience for both you and the PEO.

5. What online options do you offer?

As PEOs have adapted to our modern, tech-dense world, many have begun to offer online processing options that were previously unheard-of. These may include the ability to submit payroll online and the ability for your employees to access paystubs online.

6. Do you offer training?

Every small business needs training services at some point, and finding a PEO that provides them can go a long way toward helping your company grow. Whether you need training to help your employees adapt to new standards, or to help your business stay competitive in a fast-growing industry, a good PEO should be able to offer training services to uplift your business.

7. Are there references I can speak with?

Every good company has references, and a PEO is no different. To ensure you’re working with a PEO with a demonstrable history of success, ask to validate the PEOs references. In addition to helping put your mind at ease about the company’s capabilities, this can also help you understand the PEOs strong and weak suits.

8. What can you offer in the way of risk-management?

If you’ve found a quality PEO, the firm will likely be able to help you lower costs such as worker’s compensation expenses through proactive risk-management. To gauge these programs, ask your would-be PEO what they offer regarding safety programs, claims management, and proactive approaches.

Keep in mind that a good PEO will want to analyze your company thoroughly before accepting you as a client, and any PEO who is willing to forgo this step is one to be wary of.

9. Do you offer employee benefit plans? If so, what do they look like?

A good PEO will offer employee benefit plans designed to attract and retain the best employees out there. To ensure your PEO is cutting the mustard, ask what they offer for employee benefits. Typical items on the hit list include life insurance, savings plans, and corporate wellness programs.

10. Do you determine your fees based on percentages?

Some PEOs set their fees based on a percentage of your total payroll. Knowing this upfront can help you budget and plan for the cost of outsourcing your HR.

Your Perfect PEO in Northern California

PEOs offer many benefits, and asking these ten questions can help you find the perfect PEO for your company.

Make a great first impression at your next job interview.

This blog post is intended for informational purposes only and does not constitute legal advice. No attorney-client relationship is created between the author and reader of this blog post, and its content should not be relied upon as legal advice. Readers are urged to consult legal counsel when seeking legal advice.