3 vital questions you MUST ask when hiring an ‘expert’
There has been a significant increase in the number of businesses turning to independent consultants or outsourcing to fill additional demands or to complete projects, meet short-term objectives, or procure specialised expertise and valuable perspectives.
If you've concluded that a consultant or an expert can get your project over the goal line, then you will need to do everything you can to choose the right fit. Modern research shows the current job market is candidate-driven. It essentially means candidates control the market and are the primary driving force behind the flow of talent in terms of how the roles get filled. As a result, finding the right person for the job and hiring the right candidate has become more costly and increasingly complex.
Getting the "fit" between your consultant and your organisation right is vital to set the board and dice spinning up for success. Before we dive into the essential tips to look for before making a hiring decision, let's understand –
Why is it essential to spend time and prepare vital questions to interview your consultant before signing a contract?
Each project is different and unique. The study shows that one of the main reasons projects fail to reach their goal is a misunderstanding about how the project should be initiated and managed, the deliverables, and what a successful outcome should look like as expected. Any gap or misalignment can lead to issues or conflicts on both sides and further exacerbate potential problems. Having an in-depth understanding from all parties is critical for achieving desired outcomes and can be achieved with a candid discussion and clear scope of work expectations.
Whether you are looking to fill additional competency or capacity-related demands for the short or long term or any interim or flexible management requirements, having these conversations will help you find the experts best suited to your goals.
Let us go through the three key questions that the Hiring Manager needs to explore while conducting a consultant interview.
Watch the video below for a summary or continue reading for a more in depth insight
1. What experience, competencies and business acumen do they have to offer?
The amount of knowledge, relevant expertise and prior experience consultants bring to their roles creates an immediate impact and leaves a positive legacy. Sound business understanding and knowledge of various working styles, sectors/industries, and organisational cultures can help organisations assess, monitor, identify, and implement changes and deliverables.
It would be best if you aimed to ask consultants to elaborate on their experience in detail, starting with a few questions -
· What team size did they work with, the technical environment, and how often was a meeting cadence established?
· What was their specific role — were they a project lead, technical consultant, or facilities manager?
· Can they elaborate on results by each project phase? Which tools and technology did they adopt and use?
Every company is different, and consultants should explain the context of individual projects they undertook in their tenure and how their experience applies to your efforts.
Relevant expertise and commercial business acumen are table-stakes for potential experts and consultants, but soft skills stand out and can make or break the success of critical projects. So don't miss to spot those signs.
2. Do they align with our organisational culture and values?
‘Culture fit' has been in the game for a long time in recruiting. When an organisation assesses a candidate's culture fit, they are trying to evaluate whether their values, beliefs, ethics, and personality aligns with those of the existing staff. It is crucial to seek a proper culture fit from the beginning by asking about the consultants' previous work cultures – which ones they felt challenged by or thrived in, or was it more of a struggle?
For example, if someone previously enjoyed an environment where the Director was present and involved in the day-to-day business. In that case, they might not be as engaged in a company where the Culture is more siloed and unlikely to interact with leadership roles. The interviewer should also review if the candidate can truly blend into their environment. If their personality doesn't align with your internal team's’, things will not progress smoothly.
There has been a shift from organisations moving from the Culture fit to Culture Add with changing times. Culture add is how a candidate can bring a fresh perspective and skills to an organisation, which, in turn, help diversify and improve the existing Culture. The transitional shift from prioritising culture fit to prioritising culture add might take some time and will require a collective conscious effort, but it's worth a venture. It will strengthen your team and organisation for the long term.
Value alignment sometimes stands critical to a successful hire. According to The American Psychological Association, when employees' values are more aligned with their organisations', they feel more connected and committed, experience a greater sense of job satisfaction, and are less likely to leave their roles. Understanding this apparent difference between culture fit and values alignment is key to an effective—and inclusive—hiring process.
3. Is there a clear scope of work expectations?
Having an in-depth understanding from all parties is critical for achieving desired outcomes and ensuring the expectations are aligned. A candid discussion and a clear scope of work expectations will help accomplish this. Interviews must cover expected deliverables, technical environments, direction over teams, the tools used, any associated framework, etc.
Another point you need to consider is the added value of the consultant. Does an organisation need an external perspective? What is the value addition that a consultant can bring to your team? Pursue an in-depth discussion where you elaborate to the consultant on what you expect from this role, why you want to hire them and what you're hoping they can achieve? Look out for candidates who display strategic skills – one who can be agile to deliver quantifiable results in complex, demanding and fast-evolving environments. It's a good practice to review your specific objectives and how you expect the consultant to manage those items.
A few good signals you can seek in the candidate during the interview are behavioural clues, an organic, friendly conversation, clear illustrations, and strategic skills (a strong consultant will provide examples and context and straightforward answers.)
Guaranteeing a successful match: myfm best practices
At myfm, we take several steps to ensure a positive and personal connection between independent consultants and clients. As a people-based business, we have developed a way of working based on solid relationships, fostering a collaborative spirit, focusing on success, and being reliably responsive. We help you assess difficulties in your business, find the correct solutions and bring the best people to help you succeed.
With many talented and highly specialised consultants out there who can drive your most critical initiatives, it's only through a careful assessment that you'll be able to ensure the best fit and set up a transparent communication essential to your project's successful outcome.
Find out what myfm can do for your capacity-related demands and to keep your project on track, every time.
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