Hiring a consultant can be a smart move to help you solve a specific problem, improve your performance, or gain a fresh perspective. But how do you choose between an internal or external consultant? Here are some factors to consider before you make your decision.
One of the main differences between internal and external consultants is the cost. Internal consultants are usually employees of your organization who have specialized skills or knowledge that they can share with other departments or teams. External consultants are independent professionals or firms that you hire for a specific project or period. Generally, external consultants charge higher fees than internal consultants, but they may also offer more value in terms of expertise, experience, and objectivity. Depending on your budget, you may want to weigh the pros and cons of each option and compare the return on investment.
Lorsque vous prenez un consultant externe, prenez un operationnel, une personne qui a l'expérience de l'entreprise et qui est capable de regarder et traiter une problématique qu'elle a elle-même eu à vivre. Pour passer de la théorie à la réalité il est indispensable de faire appel à des personnes expérimentées, les seniors au sens du monde du travail. Ils ont l'expérience, la maturité, la capacité à prendre du recul que les jeunes générations n'ont pas encore acquise. Et pour trouver ces personnes exceptionnelles, faites appel à des cabinets spécialisés tel que @xpertzon.
It purely depends on the technology and budget, if we don't have enough skilled people on the bench, need to look for the people from outsourcing, if budget is a main constrain, the look out internally.
Certes, le TJM d’un consultant externe est en général plus élevé qu’une ressource interne, mais il ne facture que sa mission ! Le choix budgétaire n’a donc pas vraiment de sens si vous comparez interne et externe. Vous devez plut?t arbitrer selon la typologie de la mission : exceptionnel ou long terme ?
Evaluate the scope and expertise required. Choose an internal consultant for tasks aligning with existing staff skills and knowledge. Opt for external consultants when specialized expertise, a fresh perspective, or temporary support is needed. Consider cost-effectiveness, time constraints, and the need for unbiased insights. Internal consultants offer institutional knowledge, while external ones bring diverse experiences. Balance resources, project complexity, and the potential impact on organizational culture when deciding between internal or external consultants.
Each has pros and cons, and you can choose between various options depending on your budget, need for expertise, and other factors like experience.
Another factor to consider is the scope of your project or problem. How complex, urgent, and specific is it? Do you need a comprehensive solution or a quick fix? Do you need a deep analysis or a broad overview? Internal consultants may have an advantage in terms of understanding your organization's culture, processes, and goals, but they may also have limited capacity, availability, and perspective. External consultants may have an advantage in terms of bringing fresh ideas, best practices, and innovative tools, but they may also have less familiarity, trust, and alignment with your organization. Depending on your scope, you may want to choose the option that best suits your needs and expectations.
Capital : cadrer le projet avant de recruter votre consultant externe plut?t que de le cadrer avec lui. Ceci vous évitera des projets à ralonge, qui suivent le mode opératoire habituel du consultant et vous délivrent des résultats qui iraient au-delà de votre besoin. Il vaut mieux fonctionner par itérations. Vous passez une première commande et si le livrable justifie d'aller plus loin, une seconde.
The scope of the project is the best way to assess if your organization has the talent and the skills to take up the project internally. Please don't force fit the project to talent. This usually has disastrous consequences.
A third factor to consider is the skills gap that you want to fill or bridge. What kind of knowledge, skills, or competencies do you need to achieve your desired outcomes? Do you have them internally or do you need to source them externally? Internal consultants may have relevant skills that are transferable, adaptable, or complementary to your project or problem, but they may also have gaps, biases, or conflicts of interest. External consultants may have specialized skills that are rare, valuable, or cutting-edge for your project or problem, but they may also have challenges, risks, or drawbacks in terms of integration, communication, or sustainability. Depending on your skills gap, you may want to select the option that best matches your requirements and resources.
Skills gap is a reason for bringing consultants. Besides being experts in an area, consultants also know what has worked in other places. Saving your company money, effort and grief. Consultants also bring in an outside perspective. That can either confirm what you already know/suspect or a completely new perspective.
Skill is the third leg to reach a conclusion on hiring internal/external consultants. If the issue or project is highly complex and dependent on specific skills (knowledge, attitude, experience), and these skills are not available internally, there is no way but to hire an external resource. On the other hand, if you have this skill already mapped and available internally, why bother paying a third party? Bringing fresh air and knowledge with shorter and more certain implementation schedules are the point to hire external consultants.
Is the problem unique to your culture. Does it involve sensitive information. Is it about a specific issue or relationship? An internal consultant would be ideal in such cases. If the matter pertains to expertise and skills your organization lacks, get an external consultant.
When deciding between an internal or external consultant, consider the following: If specialized expertise, an unbiased perspective, or fresh ideas are needed, an external consultant is ideal. For projects requiring deep organizational knowledge, long-term commitment, or integration into the company culture, an internal consultant is better suited.
Start by asking yourself these questions: Do you value diverse experience of an external consultant that dealt with a variety of different situations or do you need someone who knows your particular organization and knows internal systems? Do you need fresh set of eyes or a person familiar with your team’s dynamics? Are you ready to pay higher cost that usually comes with an outside consultant or do you prefer to let internal consultant to deligate some of their normal duties? Finally, do you trust an outsider who will be more likely to keep confidentiality and dedicate as much time as needed to your project or do you trust an insider who proved their sensibility and expertise?
A final factor to consider is the relationship that you want to build or maintain with your consultant. How important is it for you to have a long-term, collaborative, or trusting relationship with your consultant? How do you plan to manage, monitor, or evaluate your consultant's performance and results? Internal consultants may have an existing relationship with you and your organization that can facilitate communication, feedback, and accountability, but they may also have competing priorities, loyalties, or agendas. External consultants may have a new relationship with you and your organization that can foster innovation, diversity, and independence, but they may also have different expectations, incentives, or cultures. Depending on your relationship goals, you may want to opt for the option that best supports your partnership and success.
However, you know the internal member to set as a consultant, but the main question here is, "Is she/he also trustworthy as a consultant?" That is an important question. Your team members have specific rules and work to do, but as a consultant, this person must have vast and full access to information. So, "trust" is the most critical factor that can be created hard and be ruined quickly. Plus, this person must be someone that the rest of the team is comfortable working with (professionally).
Organizational culture: Evaluate how an internal or external consultant would fit into your organization's culture. An internal consultant may be more familiar with internal values, norms and processes, which could facilitate integration and collaboration. On the other hand, an external consultant may bring an independent and challenging perspective that could be beneficial in driving change and innovation in the organization.
Un consultant externe est aussi souvent un bon levier ou transmetteur pour faire passer vos messages à vos parties prenantes.