Google Is Not an HR Strategy

Why DIY HR Seems Like a Good Idea at First

Small business owners are some of the most resourceful people out there. They learn fast. They solve problems on the fly. They wear multiple hats without hesitation. So when it comes to HR many believe they can figure it out with a few internet searches a payroll app and a handful of templates.

On the surface it feels smart and cost effective. The business is growing. Funds are tight. HR does not feel urgent until something breaks. Owners often turn to an HRO only after realizing that a few quick searches are not enough to build a compliant HR foundation.

But the rise of DIY HR is becoming one of the most damaging hidden trends in small business operations. The more owners try to piece HR together the more time they lose the more mistakes they make and the more compliance risks they accidentally create.

What looks like savings today often becomes preventable cost tomorrow.

Google Is Not an HR Strategy

Search engines provide information but HR requires accuracy nuance and context. Laws differ by state city industry and employee classification. An answer that works for one business may create legal exposure for another.

For example PTO rules vary dramatically across states. Looking up “California PTO laws” versus “national PTO laws” will lead to completely different guidance. A wrong template or outdated suggestion can easily create a wage claim without the owner realizing it.

Small businesses often rely on:

• Random forms downloaded from the internet
• Advice from generic blogs
• Payroll apps acting as HR systems
• Onboarding packets borrowed from past employers
• Incomplete job descriptions pulled from template sites

This approach builds an HR framework that looks fine on the surface but is full of structural cracks underneath.

The Real Cost of HR Mistakes

Most companies begin thinking about HR only after something goes wrong. By then the damage is already done.

Based on what MMC HR sees every day the most common DIY HR issues include:

Costly classification mistakes – Misunderstanding exempt status contractor status or salary rules can lead to back wages penalties and attorney fees.

Missed compliance updates – Regulations change constantly. Without a partner monitoring updates companies fall out of compliance. For example California regularly updates wage orders sick leave rules and required notices.

Inconsistent policies – Policies created from mixed sources lead to uneven enforcement. This inconsistency can escalate into discrimination claims or wrongful termination disputes.

Improper onboarding processes – Missing signatures incorrect I nine completion and outdated notices are extremely common when onboarding is assembled from many different places.

Employee frustration and turnover – Conflicting policies unclear expectations and payroll errors reduce trust. Even one HR mistake can push a great employee out the door.

These are not hypothetical risks. They happen every day to small businesses across every industry.

Time Is the Most Expensive HR Loss

While compliance problems get attention the real cost of DIY HR is time. Owners spend hours trying to interpret rules fix errors redo paperwork answer employee questions and build processes that could have been created correctly from the beginning.

One payroll correction can cost an afternoon.
One employee dispute can consume a full day.
One misfiled form can require weeks of cleanup.

Every minute spent on HR is a minute not invested in sales client service or strategic growth. Many owners finally begin outsourcing after spending too much time trying to solve HR issues alone. They often land on the MMC HR Resources page looking for support solutions that save time instead of drain it.

How DIY HR Slows Growth Without Anyone Noticing

The most dangerous HR problems are the ones that accumulate quietly.

DIY HR slows growth by:

• Creating delays in recruiting and hiring
• Producing inconsistent pay practices
• Undermining culture and trust
• Delaying performance reviews and feedback
• Increasing turnover
• Making benefits enrollment confusing
• Reducing accountability across teams

Over time the business becomes reactive rather than strategic. Growth plateaus because the internal systems cannot support the next stage of expansion… This is where outsourcing changes everything.

DIY HR is not saving companies money. It is slowly costing them accuracy time compliance and growth. Small businesses deserve HR support that protects them rather than leaving them vulnerable.