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Retaining Outside Experts: Important Considerations
Organizations will invariably find themselves needing to retain outside experts, such as consultants, lawyers and other professionals. All too often, however, the process of selection is haphazard at best. Some organizations do not realize they need the advise of an expert until it is too late and then are “under the gun” to retain the expert – fast. Others fail to implement a process which ensures that the ultimate selection will yield the most positive results for the organization. The following are just a few things to consider when seeking to retain the services of an expert:
1. Size up the organization, including its culture and values, to ascertain what style will work with the organization. How are decision made? Who will oversee the work of the expert? What other internal stakeholders will have important views regarding the completion of the work?
2. Determine available resources including financial, internal expertise and availability of time to devote to the project. Is funding available from outside the organization, through insurance, government programs or elsewhere? Is staff already overwhelmed and unable to take on more responsibilities associated with the upcoming work?
3. How will the expert work with internal staff? Are you expecting the expert to provide advice? Complete certain milestones? How much time can you commit to provide the time necessary to manage and ensure the success of the consulting project?
4. Size up the expert, including industry-specific experience if required, niche vs. boutique practice, and the ability to bring in experts for your specific needs.
5. What will you pay for, how much and what are the expected deliverables? It is unfortunately very
easy to fall into the trap of a low quote and then find that cost overruns greatly exceed expectations. While the idea of getting what you pay for is often true, first you must define what you are buying.
While this list is not meant to be exhaustive, it should provide a basic foundation upon which to start in the selection process of outside experts.
About the Author: Diane M. Pfadenhauer, SPHR, Esq. is a Human Resources Lawyer specializing in employment law, HR consulting for organizations engaged in strategic events, workplace investigations and training and is an expert witness in employment practices. Find her at http://www.strategichrlawyer.com
Source: www.isnare.com
Written by: Diane Pfadenhauer
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