Interviewing Quality and Regulatory Consultants: 5 Questions You Should be Asking

A combination of internal employees and external resources comprise most Quality and Regulatory Compliance departments in the pharmaceutical and medical device industries. While your employees certainly are the centerpiece of your team, bringing on the right external consultants can be the difference between success and failure as a department, and as a company. So how do you accomplish this? You typically have 45 minutes to an hour to interview a consultant and determine whether he or she should come on board. That’s not a lot of time, so you need to make the most of it. It’s critical that you adequately prepare for these interviews, gathering the most valuable information you need to make an informed and confident hiring decision. Of course, you’ll run through the typical questions covering background, experience, and skill sets, but you’ll need other information as well. With that in mind, here are 5 key questions to consider for the interview:

1. Can you please describe similar projects you have worked on in the past, detailing your specific contributions?

I can’t imagine not wanting to get an answer to this question! Don’t hesitate to press them for specifics. Not only will this allow you to assess their understanding of past projects fully, but it will also give you insight into whether the candidate has taken the time to understand your project to be able to draw meaningful comparisons.

2. Do you consider yourself more of a consultative consultant or a hands-on consultant?

Just because a consultant may be bright and talented doesn’t necessarily mean that he or she is right for your project. Know what you are looking for. Do you want someone who can help develop high-level strategy and resolve big picture issues? Or, do you need somebody to come in, put their head down, roll up their sleeves, and dive into the details? Keep in mind that most candidates will land somewhere in the middle here, but the purpose is to align expectations.

3. Given that your staffing agency compensates you for every hour you work, what motivates you to work efficiently for me on this project?

Just seeing how they react to this type of question can be valuable in your assessment. In addition to hourly pay, if you have a consultant who is compensated by his or her staffing agency through a bonus mechanism tied to your performance feedback, you have more comfort that the consultant’s goals align with yours.

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4. What is your availability for long hours and weekends?

You don’t want any surprises in this area. Be upfront and transparent to see if your expectations align with those of the consultant. Understand what their limitations are concerning availability and get to the specifics. Can they work from home late at night if needed? What is the best method of communication during off hours? What is the expected response time during off hours?

5. Should I be concerned about you leaving for another project? Why?

Retention is another area where you can potentially get burned without sufficient thought and consideration. Why is this consultant motivated to stay on your project until completion? See what he or she has to say and assess whether it sounds reasonable to you. Also, in the world of consultants, much of the answer may be based on their compensation structure and benefits packages with their employer, so you want to have an open discussion with the staffing firm to get this understanding.

You need the interview to be efficient. A few well-thought out questions will be much more impactful than running through a laundry list of items that will have little to no bearing on your ultimate conclusion. A well-executed interview process can connect you with a consultant who will bring tremendous contributions to you and your team for years to come. On the other hand, a lack of preparation on your part can often lead to a poor decision which, in turn, will result in wasted time and money, ineffective and inefficient performance, and ultimately higher stress and frustration.

At the same time, remember: You’re not perfect. If you interview enough during your career, even with outstanding preparation and a top-notch question list, you’re going to have some misfires where a consultant just doesn’t work out (on the bright side, at least it’s much easier to break ties with an external resource than a permanent employee). These interview tips put you on the right path, minimizing the negative instances as much as possible.