by Markey Read

Hiring a consultant to help you hire new staff, create a stronger team, facilitate a decision, improve internal systems, or simply get a new perspective is often a difficult decision. Do you really need a consultant? How do you know a consultant will really help your specific needs? How do you find a good consultant?

“I use consultants when I need another perspective on a decision or process that I am not able to give and is not appropriate for my staff,” said Milford Cushman of MB Cushman Design, a architectural design firm in Stowe. Milford added that, “A consultant’s perspective can make for a much richer solution” than what I can provide alone.

Joyce Dicianna, Human Resources Manager at Autumn Harp, a manufacturer of natural skin care products, said, “we hire consultants when we have a short-term expertise need or we need training in a new area.” For example, Joyce, noted, they hired a consultant to train the Human Resources staff in hiring new employees using a team process.

Judith Versweyveld, the VP and General Manager at Danforth Pewters, designers and manufacturers of pewter jewelry, figurines, and custom art, was previously a human resources consultant and hires consultants when “we need someone to facilitate a process so that [everyone in the company ]can participate.” Judith often acts a the facilitator for company meetings.

Consultants, such as Rod Shedd, of Human Resources Professionals, in Burlington, emphasize the importance of using consultants for whole processes. He is cautious when a company seeks to treat only small parts or symptoms.

Tim King, of Associates in Human Resources, in Burlington, suggests, “use consultants as resources. A good consultant can act as a continuity manager to design and guide a larger process” Sometimes, “a consultant [working in this capacity] may need to call in additional expertise, as needed” Tim emphasizes, however, that the consultant-business relationship does not have to be codependent to work.

The biggest problem, from the consultant’s perspective, said Frank Sadowski, of Sadowski Consulting Services, of S. Burlington, “is people are not clear about what they want.” He believes a manager’s challenge is to determine what is required. Once you have determined your needs, added Frank, “who to use is clear.”

Judy Warriner Walke, a Collaboration and Planning Consultant from Montpelier, said, when a company has determined what they need, “A consultant can work with the company to further define the problem and solution.” She added that sometimes companies do not ask for what they require most and the consultant’s job is to address the real problems, not just the symptoms.

Both consultants and companies agree that the best way to find a consultant is through
referrals from other companies and business organizations such as Vermont Businesses for Social Responsibility. Richard French, CEO of New Hampshire-based Bagel Works, said when faced with his own burn-out, he asked a fellow VBSR member what he did in the same circumstances.

Milford shares two equal criteria for hiring a consultant: personal fit and skill. “Do they share our values, understand our style, and does he or she have the skill for the job.”

Joyce echoes this: “We use the same criteria for hiring an employee. Do they fit the job description; do they fit the company; can they work within our mission and abide by our policies; and will they fit into our culture and be able to work with us.”