How can you maximize working with external HR consultants?

1 Define your goals and expectations

Before you hire an external HR consultant, you need to have a clear idea of what you want to achieve, how you will measure success, and what role you expect the consultant to play. This will help you choose the right consultant for your project, set realistic timelines and budgets, and avoid misunderstandings or conflicts later on. You should also discuss your organizational culture, values, and policies with the consultant, so that they can align their approach and recommendations with your vision and mission.

2 Establish trust and rapport

Working with external HR consultants requires a high level of trust and rapport, as you will be sharing sensitive information, feedback, and opinions with them. You should establish a positive and professional relationship with the consultant from the start, by being respectful, honest, and transparent. You should also encourage open and frequent communication, by setting up regular meetings, updates, and check-ins, and using clear and consistent channels and tools. You should also give the consultant feedback on their work, and acknowledge their contributions and achievements.

3 Leverage their expertise and insights

One of the main benefits of working with external HR consultants is that they bring a wealth of knowledge, experience, and skills to your organization. You should leverage their expertise and insights, by asking them questions, listening to their advice, and learning from their best practices. You should also be open to new ideas and perspectives, and challenge your own assumptions and biases. You should also involve the consultant in relevant discussions and decisions, and seek their input on strategic and operational issues.

4 Support their work and implementation

Working with external HR consultants is not a passive or one-way process. You need to support their work and implementation, by providing them with the necessary information, resources, and access. You should also collaborate with them on defining the scope, deliverables, and outcomes of the project, and aligning them with your goals and expectations. You should also facilitate their integration and interaction with your internal staff, stakeholders, and partners, and foster a culture of cooperation and respect. You should also monitor and evaluate their progress and performance, and address any issues or challenges promptly.

5 Transfer knowledge and skills

Working with external HR consultants is also an opportunity to transfer knowledge and skills to your organization. You should ensure that the consultant documents and shares their findings, recommendations, and solutions with you, and that they are clear, actionable, and relevant. You should also ask the consultant to train, coach, or mentor your internal staff, where appropriate, and to provide them with the tools and resources to sustain and improve their work. You should also capture and disseminate the lessons learned and best practices from the project, and apply them to future initiatives.

6 Review and celebrate the results

Finally, working with external HR consultants is a rewarding and satisfying experience, if you review and celebrate the results. You should conduct a final evaluation and feedback session with the consultant, and review the achievements, challenges, and outcomes of the project. You should also acknowledge and appreciate the consultant's work and value, and provide them with testimonials, referrals, or recognition, where possible. You should also celebrate the results with your internal staff, stakeholders, and partners, and recognize their efforts and contributions.

7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?