HRMS consultants: how to find a good fit for your company

Finding and hiring the right consultant can make the business and budget approval steps look easy. What is the best way to find the perfect resource? How can you identify the consultant who will check all the boxes and deliver results? What questions should you ask to ensure that you’re making the right decision? Here are some key tips from those who have successfully engaged consultants to give you a starting point on your journey.

Start with your network or trusted contacts

Do you remember the old ‘friends and family’ advertisements from the phone companies? Written and word of mouth recommendations from satisfied customers are a strong indicator of future success. It is wise to reach out to colleagues for personal recommendations of consultants that they have worked with in the past. It is helpful to get opinions of consultants to avoid when you gather feedback. After getting options from your immediate circle it is recommended to ask in your professional organizations for referrals. If you have a solid working relationship with a third party recruiter this is another avenue, especially for specialist consulting skills. An effective recruiter is seeking to build a long term business connection so will strive to find the perfect match for you.

Find and onboard the right HRMS consultant for your project with this step-by-step guide

Use behavioral interview techniques to narrow your selection list

Some consultants are niche specialists in a handful of topics while others are more broadly focused. Either motivation is fine but you want to find a consultant who can effectively lead you through a task. If you’re implementing job standardization or global grading you want an expert on your side who has seen all the problems and pitfalls. Ask your consultant to describe how their experience will help you to succeed. Use actual examples and problems during your interview process to get clarity on what expertise a consultant brings to the table

Consider your past talent and connections

Sometimes your best options are ones that are known to you. Prior employees who have retired or left for another company can add a lot of value as they understand your HR landscape and can provide insight from other experiences. Consultants who have successfully delivered other projects at your company may be a perfect match for an upcoming project. Even if someone have not previously done something their tribal knowledge about your company and how to get things done can be more relevant. Always ask for feedback from your current team prior to bringing back a past consultant or employee. The buy in from the group will be crucial as you build out your project team.

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Heather Batyski

About the author…

Heather is an experienced HRMS analyst, consultant and manager. Having worked for companies such as Deloitte, Franklin Templeton and Oracle, Heather has first-hand experience of many HRMS solutions including Peoplesoft and Workday.

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Heather Batyski