How Small Businesses Can Outsource HR

Christine Zito 0:04

Welcome

Welcome And Community Sponsors

Christine Zito 0:05

to Arcadia FYI. I’m Christine Zito, your wonderful host. I am so pleased that you’re here with me today. I have a I have a great show. Arcadia FYI for your information. We are committed to providing timely and relevant information like developments, business, events here in our community and outside our community because you always hear me saying, we’re one big happy family here in the San Gabriel Valley. We sure are. And with that, I’d like to start thanking our sponsors, Longo Toyota in El Monte. Have you been there? Okay, it’s right off the 605 Freeway. They’re on this huge lot, this huge acreage. And they do more than just sell cars. So you have to go by and say hi to Michael, say hi to Brooke. There’ll be, well, Brooke hiding underneath. She’s downstairs, but Mike’s always upstairs, so you can say hi to him. Star 7 Financial with Francine Chiu. Not only does she help you with your finances, like retirements, she can help you with your children’s education fund. The Santa Anita Park, which is just right over there. Okay. They’re doing horse racing right now, and of course, you know, you heard Pete in here. They’re be part of the LA 2028 Olympics. I can’t wait for that. I already bought my tickets. It’s great. And the Le Méridien Hotel, right here in Arcadia and Pasadena. Alright, I got a great show, like I said.

Why HR Feels Overwhelming

Christine Zito 1:35

For your information, do you own a business? Or maybe you’re a CEO and executive of a business and maybe you need some services, or are you feeling overwhelmed? Yeah, I I do, because I’m a business owner. So I know what it’s like to feel overwhelmed. And even if you don’t own a business, then this will be a great show if you want to start a business or use this show as a great referral. Now growing a business is more than just about a great product and a great service. It’s truly about the people behind it. But for many small businesses like myself and medium-sized businesses, managing those people can pull your hair out. Oh, I forgot my wine bottle. I was gonna show you I can’t I have wine here at the office because I pull my hair out. Um because it could be it’s stressful managing people. And what about hiring and compliance and the employee handbook and benefits? Yeah, you know where I’m going with this. HR, human resources. Now, don’t let that name, HR, or or start going to the sitcom office, which I love, I love the sitcom office, okay, fool you because human resources is truly about freedom. And that’s what we’re gonna talk about. In studio right here, as you see, I have some great people from Insperity, Pricilla Cunningham and Kenneth Lindstrom. They are both business performance advisors. Welcome to Arcadia FYI. Thank you. How was that great introduction? Yeah, that’s awesome. I could totally, I totally get it. I don’t know why you’re not just an actress. I am not all right. Let’s get to know

Meet The Insperity Advisors

Christine Zito 3:10

you guys a little bit. First, um, were you okay? Let’s start with Pricilla. Were you born here in the United States outside the United States? Absolutely.

Pricilla Cunningham 3:18

Born and raised in Southern California, all of LA County. Yeah. What actual city? Oh, I’m I moved around a lot. Okay, what hospital were you born in? Martin Luther King.

Christine Zito 3:28

Oh wow, okay. I was born in Kaiser on Holly on Hollywood Boulevard. So yeah, I was born a star. Oh yeah.

Kenneth Lindstrom 3:35

There you go. What about you, Kenneth? San D imas. So not too far from here, and hospital was Garfield Memorial.

Christine Zito 3:42

So um are you married, Pricilla? Have you children?

Pricilla Cunningham 3:49

Yes, recently married, uh late September of last year. Oh well, congratulations. She’s under the way too much. I guess are you on your way to children?

Christine Zito 3:59

Do you have children?

Pricilla Cunningham 3:59

I have children. I I I was the full package when he when he found me.

Christine Zito 4:05

How old are your kids?

Pricilla Cunningham 4:07

Uh 23, 16, and 13. So wow.

Christine Zito 4:10

Yeah.

Pricilla Cunningham 4:11

So one’s out of the house already, but I’ve got still got two teenage boys, which as you could imagine, uh just like your hair. Did I just say point your hair?

Christine Zito 4:19

I have a level of line if you want some. Exactly. What about you, Kenneth? Are you available?

Kenneth Lindstrom 4:24

Yes. Single, no kids, at least not yet.

Christine Zito 4:26

So Kenneth is available? Kenneth.com. I’m just kidding.

Kenneth Lindstrom 4:32

I’m just kidding.

Christine Zito 4:33

Okay, so coming into the HR world, um, what can you say with that that moment, that turning point where you said, you know what, I’m gonna be an HR advisor for businesses so they can be mad at me all the time.

Pricilla Cunningham 4:47

When did that well I didn’t exactly think of it that way, but that’s a good point. Um honestly, when I got approached by Insperity, I was not in corporate America. I was working for my sister, who you met. Yes. Um, and we were in her technology business. Um, unfortunately, things were starting to take a turn already with AI. So we kind of saw the writing on the wall, and I thought, well, I need to get into something that’s a little bit more stable. We were kind of unsure what she was in tick where what she was gonna do with the business. So I um I’d been approached by Insperity. I had no idea what Insperity was, who they were, you know, what they did. But what really sold me on them was that uh I was able to find a corporate job where I could actually help people and feel like I could be of service. And so I think Insperity does a really good job of really vetting people out uh and making sure that the values align. And that’s what I actually felt like I found with Insperity once I went through the whole process of talking to the recruiter and the hiring manager and just getting a feel for because it’s just like any job, right? You’re gonna also interview them and see

How Insperity Fits Small Business

Pricilla Cunningham 6:00

if it’s a good fit for Was it their HR department? Kind of. I never thought I would be an HR, but yeah, with the impact that I can make in this role, I felt like, okay, this is something I can do. They really have strong values, mission-driven. And so that’s where I said, okay, I’ll give it a try. Um, I can work for this company. It’s not a corporate America style job that I had in the past. It felt like more of a uh a service job. And so that’s kind of why I took the leap. What about you, Ken?

Kenneth Lindstrom 6:32

Yeah, honestly, similar to Pricilla, after I was approached uh by Insperity, I I got an understanding of what small businesses go through, and I I saw Insperity as a way to help them, right? Um when it comes to HR, it’s very reactionary. And um, you know, we always say people don’t go into business uh to become HR experts. And so seeing that that need and seeing a solution that I could believe in and stand behind um was huge for me. So yeah, I didn’t go into it uh with you know a background in HR. Um, but now I you know I I really understand the deep need that these businesses have.

Pricilla Cunningham 7:08

So do you have a degree in business, Pricilla? I don’t. I have a degree in people. You have a degree? Okay, a degree in people. You have I do.

Kenneth Lindstrom 7:15

I have a business degree and uh specialization was marketing, actually. Um but uh but yeah, I do.

Christine Zito 7:20

Okay, but you okay, so you were helping your sister with her business, so you understand what it is running.

Pricilla Cunningham 7:26

Oh, it’s just like running up my own business, exactly.

Christine Zito 7:28

Okay, so well let’s get into this and and and try and define what a goal of an HR human resources is for a business owner like myself who has never worked with an HR company. Okay, it it it sounds pretty scary. Okay, so paint paint a picture for me and and the listeners here of what their day-to-day actual actuality would look like without you, and then what it would look like with you.

Pricilla Cunningham 8:02

Yeah. Um well you probably have a sense of what that is, but generally starting a business, you’re wearing all the hats. You’re selling, you’re finding, you know, the technology that you need to maybe do your payroll or different things within the the organization, so to speak. But um you’re wearing all the hats when you first start a business. So that right there in itself is a burden, right? A time suck, an administrative burden.

Christine Zito 8:28

Are you watching me through my window or yeah?

Pricilla Cunningham 8:32

So it’s just you’re Googling things at night, right? You’re trying to find out great. Now she’s in my house. Exactly. You’re trying to do the work during the day, and then all the HR stuff at night. And so you’re just running yourself ragged. You you have zero that’s why so many uh startups or you know, self um entrepreneurs are just they’re like, I have no time for anything because at night they’re working on everything they couldn’t do during the day, which is usually HR stuff, right? Right. All the admin stuff. So um trying to find out about compliance and hiring somebody and how to onboard or you know, running some payroll, whatever that might be, um, they’re spending their time on that wherever they can fit it in. And so that’s kind of what it’s like before Insperity. Um as you probably know. And then when Insperity does come in and is a vendor partner to those businesses, it becomes an extension of you, of your company because we’re an instant HR infrastructure. So you have a a group of HR experts that are assigned and dedicated to your account as a client, an extension of your business, your HR team that will pretty much, you know, handle all the administrative burdens that you were uh taking care of on your own, which is job descriptions when you’re gonna hire somebody, uh compliance, making sure that your employee handbook is actually available or that you have one, right? And it’s up to date with all the laws and your project.

Christine Zito 10:08

Yeah, that is it. It is a lot. So when you sit down with somebody, somebody, Kenneth, and you say, Okay, so I call you and say, Okay, I want to, I want to kind of see what what what is all involved. What’s the first thing you ask me?

Kenneth Lindstrom 10:22

Well, first we want to understand, you know, the person, right? Why they got into business in the first place, um, and their goals, right? What are they trying to achieve? What kind of culture are they trying to cultivate? Uh, those things are very important because with inspirity, you know, not everyone is a fit. So it is important that we understand uh, you know, the philosophy behind their business and if those two things align. And then from there we can start talking more detail, but really understanding their mindset first.

Pricilla Cunningham 10:50

And I guess I I’ll I’ll tack onto that. Mindset meaning an employer that actually knows that they need to invest in their people and take care of them in order for their business to thrive and be more successful. Because if you don’t really invest in your people or appreciate that those people are gonna help you get to the the goals that you’ve set and taking care of them and then everything else will follow, then that’s not the right uh business owner for our our model.

Christine Zito 11:17

Okay, so what about a business that doesn’t need all these employees? Okay, they have maybe one or two.

Full Service Vs HR Core Support

Christine Zito 11:25

Do you still work with them or advise? Or I mean is there a part of the company that can kind of kind of help the small business mom and pop?

Pricilla Cunningham 11:36

Yeah, so we have two solutions. One, like we were just mentioning, is like the full service solution, the more proactive solution where we’re actually uh we’ve we’ve got a service plan for you. Once we get you um kind of onboarded as a client, we come up with your service plan based on what those goals might be for that first year. And so we have milestones to hit, right? That’s a very proactive approach. The one to two person company that maybe doesn’t need that full service model just yet. Uh we have what’s called HR Core, which is um more of a reactive model, but you have a team of experts that you can call directly anytime that you need help or email them. Um they’re a go-to team for you of experts that you can reach out to at any time. And then you can run your payroll and everything like that.

Christine Zito 12:26

Okay, so let’s have let’s have fun with this HR because let’s let’s take it from the employee perspective. Yeah. Because employees, I always I I know this, I know one friend, if I can say, does not like HR at all whatsoever. Okay, they think that the HR department is the evil of the company. How do you approach that type? I mean, you’re coming into a company, okay. Let’s say maybe 10 employees, and they want you to manage these employees to to help them, you know, not necessarily uh I mean, I’m the boss. I’m gonna use me as an example. Let me just use me as an example. I have 20 and 10 employees, 11 employees, and I’m managing them, and I need you to help me manage these employees. So then you’re like, oh, okay, so then you start talking to the employees, and they don’t even want to talk to you because they just do not like HR. Now, what do you do?

Pricilla Cunningham 13:21

Okay, here’s what I’ll say about that. We don’t actually directly speak to the employees as the HR person. There’s always going to be a point of contact at our client’s location that’s the kind of go-through for managing the on-site. So we don’t get involved in the day-to-day operations. We’re more the back office. So when somebody, their your point of contact, whether it’s you or somebody else in your organization, needs some guidance, they’re the ones that are calling our team. They’re HR expert or benefit specialist or performance specialist, safety specialists, whatever specialist on that team to get the answers or guidance that they need. And then they actually administer the guidance or you know, whatever it is that they were told.

Christine Zito 14:04

Well, then how does that release my stress from having to guidance to my employees?

Kenneth Lindstrom 14:09

Guidance and support. So they’re still your employees, ultimately, you’re still making the decisions, but what we offer is guidance and support that ultimately protects your business. Uh, oftentimes, you know, you see these wrongful termination lawsuits or paga lawsuits, and um, you know, that’s where that reactionary part comes in, right? You don’t, it’s not something that you’re thinking about until it happens, and now you have to figure out what to do about it. Inspirity is there to help mitigate that risk up front so that you don’t deal with it down the line. So making sure that you’re managing your employees the right way, even if it comes down to terminations, you know, we help guide you so that those things are handled the right way.

Pricilla Cunningham 14:43

Even onboarding compliance. Like when you hire an employee, there’s certain things that you have to do to make sure that they’re onboarded properly.

HR Stigma And How Support Works

Pricilla Cunningham 14:50

They have to have a handbook as soon as you onboard them. You have to give them their employee handbook.

Christine Zito 14:55

Right. Okay, so I’m gonna I’m gonna come back to this question. Let’s go right to the employee handbook.

Kenneth Lindstrom 15:00

Because it’s already come up a lot.

Christine Zito 15:03

I know, because the employee handbook, some businesses don’t even see why they even have to have one.

Kenneth Lindstrom 15:09

Yeah, we come across that a lot of than you’d think. Yeah.

Christine Zito 15:12

So so talk about the the risk of of not operating with an employee handbook. Would you like to take that one?

Kenneth Lindstrom 15:21

I feel like I’ve been toggling up the space. Yeah, um, I mean, again, you know, not having an employee handbook, not having something in place um for the employees that outlines everything for the employees, it puts the business at risk. Um, this is where you open yourself up to uh wrongful termination lawsuits. I mean, uh a whole um I mean it really leaves the business vulnerable. So typically with Insperity, once you come on with us, that’s one of the first places that we start with you. Your HR specialist um will start outlining that with you.

Christine Zito 15:52

Um you help you actually help write the handbook? Yeah, I think that’s that. Now see that is great, that’s a great service right there. Help write the because I think some small businesses and medium-sized businesses do not even know the laws.

Kenneth Lindstrom 16:07

Well, well, that’s that’s it, right? Especially in California when things are ever changing. Um that’s the that’s the whole point, right? We’re helping shift uh that liability, right? And mitigate that risk that these small businesses face. Um yeah, sorry.

Pricilla Cunningham 16:21

Yeah, I was gonna say as far as the handbook goes, you want clear uh rules and expectations written in there of your own like company policy so that there isn’t any unfair treatment of any of the employees, you know, so you have a policy. You don’t want to help them to work on time exactly.

Kenneth Lindstrom 16:35

Right, right.

Pricilla Cunningham 16:36

Yeah, it has to be clear in in writing so that people know like that somebody’s not getting favoritism or any of those little things that you know come up in office politics where somebody might feel or be or perceive that somebody else is getting treated a different way, or there’s no real clear um policy on like calling out sick or you know, tardiness and things like that. And then once you end up terminating somebody, if they start to violate rules that you have in your mind but aren’t clearly written in your handbook, then that’s when you come across if somebody feels like if they’re disgruntled and you have a wrongful termination or something like that, that’s where you’re held liable and you’re you’re found liable in court. And then, of course, obviously like the laws are are written in there as well. But right, having alignment with your policies and the California laws for employment or are what you want to have?

Christine Zito 17:26

I have to say that I have an awesome business lawyer, so he’s he’s all about making sure you’re buttoned up. Yeah. Christine, Christine, this is what you need to do. Okay. So let me ask you this having an HR company, um, does it really help organize how can I say uh staying at a staying at a court?

Kenneth Lindstrom 17:51

Absolutely. Yeah. When these are followed from the from the beginning, uh you’re you’re protecting yourself, right? You’re making sure that there’s there’s really no room for you know maybe a disgruntled employee to find a crack. Um, because typically if if you don’t have these things, if there’s no records, another area is time in attendance, right? Those paga lawsuits. Um, you know, you could argue that the they didn’t take their breaks or lunches on time, and that’s an area where you know, once they’re terminated, they’re gonna find, you know, a you know, even though a lot of employers say, like, oh, you can just go take a break now, you don’t have to punch out, or you know, they think they’re doing a favor to the to the employee. Yeah, yeah.

Christine Zito 18:28

We live in California people. Exactly.

Kenneth Lindstrom 18:30

It’s important to remember. Yeah, the more you know, records that you keep, following clear guidelines, having having everything on paper just helps protect the business in the long run.

Christine Zito 18:40

You know, what do you think about this? Courts in in we’re just talking about the state of California.

Kenneth Lindstrom 18:45

Yeah.

Christine Zito 18:45

The courts in the state of California, do you think they’re for a business or not or more for the employee?

Pricilla Cunningham 18:50

Oh, absolutely the employee. For the employee.

Christine Zito 18:53

Yeah. Okay. Well, we know again. We live in

Employee Handbooks And Legal Risk

Christine Zito 18:55

California. So you got to make sure that you have a very good employee handbook and you do help with that, right?

Pricilla Cunningham 19:01

Absolutely. That’s our low-hanging fruit. Yeah, we’ve like that’s the first thing we want to like button up for a client when they come on board because we’re also sharing that risk of the client. So it’s it’s in our interest to make sure that everything is compliant and that they’re safe. They’re gonna be um, you know, just buttoned up really tightly and and the employees too. It’s not just about protecting the business, but it’s also making sure that you you have uh protections for your employees.

Christine Zito 19:29

All right, and talking about all of this, for me, all I think is if I hire you, it’s money. So do you can you fit into the butt into the budget of a small business, medium-sized business? How does that work? Because remember, I have uh a bottle of wine, I’m gonna get in another one. When it comes to hiring an HR company, how does how does that work?

Pricilla Cunningham 19:50

Yeah, well, so it’s I don’t know if you want to take it.

Kenneth Lindstrom 19:53

Yeah, well, you know, part it’s not just about the cost, but it’s also, you know, what the the what you’re avoiding, right? The the potential to go to a lawsuit. So those protections that you have in place. Um, as far as the cost though, you know, you think of bringing on a team of HR experts externally, right? Umsperity likely is a fraction of the cost, but what you’re getting is a team of HR experts to cover all areas of that for your business.

Pricilla Cunningham 20:20

So it is affordable to bring on an HR company that you can see. It’s more affordable than if you hire people internally on your own. Yeah. Because if you think about it, you’re covering their benefits, right? You got your workers’ comp, and of course their salaries.

Christine Zito 20:34

You gotta come back on the top. Okay, go ahead. Go ahead.

Pricilla Cunningham 20:37

All the things that go into bringing in, it’s not just their salary, it’s all the other, you know, the ancillary things.

Christine Zito 20:43

You said retirement, right?

Pricilla Cunningham 20:44

Because all I think is we do have an uh retirement services division. Okay. Yeah, absolutely. Because we want to try to be the all-in-one solution if it’s if you know, most people or most businesses want a streamlined operation, and so we do have that service.

Kenneth Lindstrom 21:00

And it’s also about you know, offering these things that would attract the right people to your organization, and that comes back to culture. So having the right benefits, having a 401k plan, uh, you know, you you want to get the right people on board.

Christine Zito 21:13

So culture is it is it’s everything. I when I bring on employees, I tell them I don’t want you to work for your job. I want your job to be an extension of your life, right? Not your life. You know, that’s how I always view um business. But sometimes you just get employees, well, we gotta do this, we gotta do that. And you know, can we do I get overtime for this? No. I was on your website and I saw this really good service that you have, HR360. Okay, and I was reading through it, I’m like, oh hey, this is really cool. It it talks about, at least from what I read, helping businesses navigate business milestones that we were talking about earlier. Okay, so can you give us me and our listeners a real world example of what that looks like that is because Particular service, whether it’s hiring my first employee employee or dealing with rapid growth or preparing for a big transition, which I always hope for that in my life in my business world. And so how do you guide a business owner like myself through those moments?

Kenneth Lindstrom 22:19

Yeah. You know, for example, I I would say, you know, one of our clients that we recently brought on had an immediate um concern with an employee. And uh, you know, it came down to, you know, maybe a potential termination and understanding, you know, what how they needed to go through that process correctly. Um, and they needed us to react quickly. Um, and and that’s what they got, right? I mean, as soon as they were a client, um, navigating those moments again is what protects the business, and that’s what inspirity is all about. Um, but also reacting quickly is important, which is something that you don’t necessarily get with um similar solutions, right? We pride ourselves on service um and quick service. Um, and but that’s just one example that comes to mind because it was such an immediate need.

Christine Zito 23:02

I mean, I had been a client for and that comes in under the HR 360?

Kenneth Lindstrom 23:06

Yes. Yeah, which is inspirities bread and butter. Uh and that’s everything that we’ve spoken to thus far um really falls under the HR 360.

Christine Zito 23:14

It it it was it was it’s comprehensive. Yeah, it was yeah, I just had to stop because I it is a lot.

Pricilla Cunningham 23:21

Yeah, and this is as far as other milestones, think about like um when some yeah, when a company is growing, you know, in rapid growth, you’re gonna you’re gonna be growing faster than you can actually implement any performance management tools or leadership development and training, right? And so that’s where inspirity can step in because we do have we do all of that stuff for our clients. And so again, having a service plan in place based on where the company is going, where they are, so we meet them where they are and where they’re going. So if we know that they’re gonna be growing, we’ll have those milestones in place for uh leadership development, performance management.

Kenneth Lindstrom 24:01

Um, um, you know, we get a lot of startups, for example, and another client that we brought up um at the beginning of the year. Um they want they

Cost Versus Lawsuits And Better Benefits

Kenneth Lindstrom 24:10

needed that infrastructure in place immediately, right? Because and they said it themselves, they’re not HR experts. So we’re leaning on you guys to provide all of this. Part of that being the benefits, right? Um, uh the handbook, uh everything, leadership development, having everything in place immediately because they were focusing. I mean, they were still in construction, getting the building underway. They didn’t have time to to focus on any of these other needs, right? But they needed it in place immediately. Um, and so that’s something that we see a lot. You asked if we bring on, you know, one or two person companies. A lot of times we do because that’s where they’re starting, and having that infrastructure in place uh at before they begin to grow um is is so important.

Christine Zito 24:46

Yeah, and plus if they’re starting, they’re coming in with the idea that I want to grow, right? Bring you on. So I think you hit something right in the heart, and that’s honesty. And I know for business owners we don’t want to be honest, I don’t need any help. You know, you do encounter that a lot too. And and I think myself can be a stumbling block to my own success.

Kenneth Lindstrom 25:05

Yeah.

Christine Zito 25:06

Yeah. But when you one of the things that you had mentioned when when you were coming in and the first thing that they wanted you to do was deal with an employee. And and you gotta understand as a business owner, sometimes you can have employees that can hold you back. And and you want to move forward, but but you can’t. Yeah. And then you guys can come in and you can actually relieve some of that burden.

Kenneth Lindstrom 25:26

Yeah. I think it takes the stress, you know, earlier Pricilla mentioned, you know, staying up at night, right? Um, you know, when you’re a business owner and you’re wearing all of these hats, including HR, one of those things at night you might be wondering, you know, is it okay to terminate this person or in this way? Am I gonna be okay if I do that? Will I potentially face a lawsuit? We’re there to help guide you through the process so that you can feel comfortable knowing that you’re doing it the right way.

Pricilla Cunningham 25:51

Yeah. Yeah. I was gonna say some of my clients, they literally say that they have peace of mind, they can sleep at night because of inspirity.

Christine Zito 25:58

Yeah, I think and and that, yeah, peace of mind is everything. Because not even wine can help with that. Yeah. It does for a second, but then you know, but I I I think that is there’s so many things going through my mind, but um I think it does start with the plan. So, do you help, you know, like a plan, a market not just a marketing plan, but a business plan more?

Kenneth Lindstrom 26:21

Yeah, well, that and that’s one of those first conversations that you have. It’s what are your goals? What are you trying to achieve with this? What kind of culture are you trying to build? What kind of employees are you trying to attract? So those conversations start with Pricilla and I when we’re first meeting these businesses, but once they come on as a client and they, you know, they’re they they become connected, aligned, or aligned with uh, you know, their HR team, uh those are the those are the things that you start, those are the moving pieces that start immediately when you go.

Christine Zito 26:47

I actually have a business plan. And and I actually executed it, but what what about I don’t know, I maybe this is getting off track. I don’t know if you help with this, but you have a business plan, you have a dream. And you know, I wrote this out, and and sometimes I just come up to where it’s just dead. I mean, to to water it, to grow it again. Do you guys help with that where you just where like someone feels like I I’ve lost my dream? Well, I think I I want to keep moving in my business.

Kenneth Lindstrom 27:17

I just Part of what Insperity does offer is the time to focus on growing your business, on strategy, because these things take time away from that, right? When you’re always in the weeds dealing with these HR compliance issues with employees. Um it does that administrative burden does take away from the reason you got into business in the first place, right? And so offering time back to that and the peace of mind. Right. Right.

Christine Zito 27:46

Wow, that is we’re running out of time. See, we g you gotta come back. There’s so many things you can talk for hours. You can because it’s I think there are some people that go after a career that’s maybe not owning a business, but they want to be a part of something big.

Kenneth Lindstrom 28:04

Yeah.

Christine Zito 28:05

You know, they want to be or or or just a part of something good that that because for me I want to be a part of something big, but it may not be big like you know, Home Depot or Walmart or something like that. But I do want to be a part of something big where like this show, inform people with things like this, and and to know that there’s a company out there that can help that process is great. And I like what you say, streamline you know, and help with that. So okay, so as we come to to at least this end, because you guys will come back on, because I I do like the fact that you guys bring in wine for me. I wish I I put the bottle out there, but anyway. For the business owner or professional that’s listening right now, who is on the fence about hey, we really need to hire an HR company,

HR360 Milestones And Real Examples

Christine Zito 28:55

what would be the one thing that you would want them to walk away knowing about in sparity?

Pricilla Cunningham 29:01

Well, I would say that you don’t have to do it alone. Like you had mentioned before, uh sometimes you could be your own, like get in your own way. We see that often with business owners that want to do everything because they want to control everything, they think that they can do it all. But there’s a certain point where you have to delegate things so that way you can focus on your business and not be bogged down by all the other things that can be taken care of by uh resource like inspirity. So I think uh that’s the one thing I’d like to for people to take away. It’s like you don’t have to do it alone. Yeah, you absolutely can get the uh support and the compliance and everything that you need to run your business and just not even have to worry about it.

Christine Zito 29:44

I think too, when you when you say things like that, when you know, because I I build and design websites and and work with clients that need their content to show up in AI search, not just in Gemini and Chat GPT, but just in AI search itself. And that’s the one thing that it is hard for me to to help clients okay, let go of that content a little bit. No, let go, let me have it. I can help you, I really can. Just trust me. Yeah, and it comes down to that that trust saying, okay, this is it, I’m gonna let this go. I’m gonna because clients have said I, you know, I’ve let people have my my website, and look at it, it’s all messed up.

Kenneth Lindstrom 30:24

Oh yeah, yeah.

Pricilla Cunningham 30:27

It’s the trust. Umsperity’s been at it for 40 years. This is our 40th year in business. Oh, founder is still the CEO today. Oh, founder led those same mission, vision, and values have been running through this company for 40 years.

Kenneth Lindstrom 30:40

Yep.

Pricilla Cunningham 30:41

And we had failed businesses before he started Insperity, and that’s why he started Insperity.

Christine Zito 30:45

Yeah.

Pricilla Cunningham 30:46

So he realized that he needed a partner like Insperity that he built this company on to help him with all those things that he didn’t have as a small business owner, which is the compliance support, the HR expertise, the you know, safety support, uh training, all that stuff that we do.

Kenneth Lindstrom 31:05

Yep.

Pricilla Cunningham 31:05

Um, and so like you said, it’s a trust thing. You have to trust that you have a good partner by your side.

Christine Zito 31:12

Any other comments, Kenneth?

Kenneth Lindstrom 31:14

Um, no, I mean I think that was excellent. I I I will say, you know, one thing that we always ask um ourselves and the business owners that we speak to is is status quo an option for you? Um and oftentimes, like we said earlier, you know, you don’t know what you don’t know. You didn’t get into HR to be or business to be an HR expert. I would say open up uh your mind to you know the possibilities uh and that that things could change for your business, that there are other options out there, that things could maybe operate a little smoother. Um open yourself up to those possibilities.

Pricilla Cunningham 31:44

Um take care of your people.

Kenneth Lindstrom 31:46

Yes, everything else all of you take care of your people.

Christine Zito 31:48

I think so too. I I and you know what, one of the things I do want to say is when it comes to businesses, it’s okay to fail. I don’t know how many times I have said okay, I’m gonna do it. And I failed making why did I make that decision? Why did I let that person in my life? Why did you la la? But you know what? I would have never known where where the next step is if it wasn’t for those failures. And I think in Sparity, I okay, I have to say that I’ve gotten to know Pricilla and Kenneth a little bit more. And I have to say that they they truly do love to listen. And not I shouldn’t say love to listen, they do listen to what it is that you want to do with your business and where you want to go with your business and what mountain are you on right now? Let me, you know, here, here, let me throw the rope down and let me kind of help you up this mountain that that I put myself on. So I just want to say thank you for for being here and thank you for wanting to help businesses and and you just you you definitely have to come back.

Kenneth Lindstrom 32:51

Yes, thank you for having us, Christina, and we’ll definitely get back.

Trust Your Partner And Closing Resources

Christine Zito 32:55

You need people like this. Alright. Remember, you can hear Arcadia FYI um at arcadiafyi.com. And any of the resources that Pricilla and Kenneth talked about, you can also go there’s a little resource tab on my website, um, arcadiafyi.com. You can go there and you can see all these resources. And you can also hear this podcast on your favorite channel, like YouTube, Apple Podcasts, Spotify, Amazon Music, and iHeartRadio. I would like to thank our sponsor for making this all happen for me, Longo Toyota. You can go there, they’re right off the 605 freeway. They do more than just sell cars. Star7 Financial with Franc St. June helping you with your finances. Maybe you should guys meet Franc St. June. You guys do find okay. So, anyway, she is great. Not only can she help you with your retirement, she can help you with your kids’ education. It’s gonna need a park. The races are going on right now. Uh, Pete will be back on to talk more about the LA Olympics in 2028 and the Limerinian hotel right here in Arcadia and Pascal. All right, until next time on Arcadia FYI. Be blessed and make it a great day.