For a management consultant there has never been a time like right now. Business is booming all over the world. Resource shortfalls are in almost every industry, particularly those where I operate, competition and regulation are driving all companies to try to get an extra “edge” over others in their sector, and many markets are starting to use consultants more and more. (
The other side of this is that it has never been harder to find good resources to help you.
There are ways however, some take a lot more effort than in the past, but you can still find and keep people of good character and skill levels to work in your consultancy. Here are a few tips that I have seen working in different countries around the world.
1. Use niche job boards – The big job boards are flooded with roles, literally. So much so that it takes a heck of a long time for anybody to wade through them until they find something that suits what they think they should be doing.
Niche boards, on the other hand, focus on specific industry requirements. Our own board focuses entirely on consulting resources and roles for consultants.
2. Use LinkedIn – Depending on the size of your network, you will be able to access hundreds or more management consultants who could be working in the areas you are looking for.
The benefit of a product like LinkedIn is that the people who turn up in searches are not necessarily looking for work. I am on LinkedIn and I am not looking for work anyway. Therefore, instead of waiting for people like this to join the job market, you get the opportunity to approach them first, giving you a first mover’s advantage.
3. Other network options – Tap into your suppliers maybe, your competitors definitely, go to your local chamber of commerce or similar enterprise group.
4. Get a good head hunter – Not a body shop, not a recruiter, but a real honest-to-goodness headhunter.
The kinds of people that will scour your competitors companies, scour his own networks, rip through social networking sites, and act as a filter for you. The downside, real head hunters cost real money, small investment for the person you need.
5. Pay good money – And advertise it! When I was in the job market if the figure was not there neither was my attention. Let us not kid each other, money matters! It matters a lot. Moreover, as time goes on it seems to matter more and more.
Offer good money, and deliver what you offer. There is nothing worse than getting stiffed on a job application. And there is nothing more likely to get people to reenter the job market.
6. Offer additional compensation – Real players get equity. Give equity, profit share, things that are going to tie people’s fortunes to the company and, if they do well, will reward them beyond what they would normally receive. Sounds like a hit on profits? It is, but only on short-term profits.
If you have hired well, using the head hunter, then your new hire is good at what they do, they have the emotional connection to your company, and as time goes on they are only going to increase in their ability to generate revenue for you.
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