Tips for Hiring a Consultant
Academic Qualifications
Academic degree programs in the fields of both safety and human resource have exploded over the last two decades. As in other areas of higher education, these programs vary significantly in quality and in their applicability to the outside world. And like all degree programs, their value tends to fluctuate over time with the normal comings and goings of faculty and administrators. Unless you are knowledgeable in the academics of these specific areas, as well as the current reputations of the various university faculties, mere possession of a degree should not be granted too much importance. Of greater relevance is “real world” experience and results. When education and experience demonstrate a proven track record, it’s the best of both worlds.
Professional Organizations, Memberships, & Certifications
This is another potentially confusing area for the average business owner or decision maker. While some organizations and professional designations are highly reputable and require documented credentials for membership, many may have questionable standards. Are you comfortable that you can discern the differences in the acronyms that make up the “alphabet-soup” of associations, designations, and certifications.
Businesses should always determine, not only the authenticity of a consultant’s professional designations, but also the appropriateness of the “ABC’s” following a name on a business card, for the specific task at hand. Just as with academic credentials, only those who are knowledgeable should assign any significance to these claims. Ultimately, there is the valid argument that initials after one’s name, or membership in an association established very little about a consultant’s proven record of delivering worthwhile, usable advice and service.
On-the-Job Experience
Examine the consultant’s work history. Look for evidence that they have previously dealt with problems similar to yours. Think in qualitative terms about the type of problems you’re experiencing, without focusing too narrowly on the consultant’s background in your specific business type. A capable consultant can easily transition among many different industries in applying sound principles of safety and human resource management.
Does their experience indicate satisfactory knowledge of both the technical aspects as well as the “human” factors”? Do they have a history of dealing with all levels of people in an organization?
Finally, does it appear that they chose to consult voluntarily? Or did they lose their last position and are just marking time till they find another job inside a corporation? In other words, will they be around to stand by their consulting advice next year….or even next month?
Finally, do you like them?
Perhaps this isn’t the first issue to resolve, but it remains a valid and important question. Admittedly, “liking” can make consulting advice more easier to digest. But from a practical point of view, getting along well with a consultant has an impact on the entire project. Personal relationships influence the quality and the quantity of information the consultant can extract in diagnosing a client’s problems. “Likeability” can drastically affect a solution’s effectiveness during implementation. A client should feel comfortable with the consultant, trust their advice, and look forward to working with them.