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This step-by-step guide explains how to choose a management consultant or trainer for your organisation.

Introduction

Human resources consultancies have become invaluable to businesses looking for improvements and efficiencies in their operations. This report explores the issues surrounding how you might go about selecting and using a consultant, examining the risks involved in the venture, fitting the consultant to the task, setting fees and evaluating work. If you are in business and looking to hire a consultant, this report will be useful to you.

There are a number of reasons for using consultants. These include the provision of interim or temporary services or specialist expertise such as recruitment, performance management or career or talent development.

Consulting work may also include more substantial involvement with change, either just at the diagnostic stage or throughout the change process. There are different modes of consulting, of which the process mode is preferable whenever problems are at all complex.

HR consultants are often called in initially for their specific expertise but many find that, even in this case, diagnosis is important, and there are often follow-on opportunities for broader organisational development. This report looks in particular at strategic HR consulting where the consultant brings an external perspective which could not be obtained in any other way.