We all know consulting has a talent shortage – even a quick glance at LinkedIn shows that demand is way outstripping supply. But perhaps we’re looking at the problem the wrong way?
Competition for talent is undoubtedly fierce, but if you’re not catching enough in your talent pool, maybe it’s an opportunity to explore a new angling spot.
Consulting isn’t what it used to be. And that’s no bad thing – it’s unlikely there’s much nostalgia for 4am wakeup calls and lengthy commutes to client site. The industry is changing at an incredible rate. New and unexpected challenges have forced clients to change the way they do business, and consulting firms have flexed their operations to match. As the expectation for consultants to work away from home Monday-Friday reduces and hybrid and flexible working become the norm, the viability of consulting as a career option for a more diverse range of people increases.
Consulting firms should be excited about this untapped potential and the new world of skills and ideas it opens. Not only does it go some way to address the talent crisis, but it will also help their businesses reap the benefits of more diverse workforces. For example, if you want consultants with brilliant time management, creative thinking, and cool heads in a crisis - attract and hire more mothers!
Traditionally, growing consulting businesses have prioritised enticing talent away from larger firms with the promise of better work-life balance and less bureaucracy. It’s reasonable then that their employer branding was developed with that in mind. Now is the perfect time for talent teams to reassess their employment propositions, appeal to audiences with different work experiences and personal priorities, and seduce new consultants from other industries.
Here are a few quickfire questions to guide talent teams in their hunt for hidden consulting gems:
Where to look: Consider your primary industry and service target markets – what new talent pools align well and could offer exciting transferable skills and expertise?
Who to target: Who do you want to hire? Are the personas you would have targeted previously still the right ones in today’s market?
How to reach them: Are you advertising in the right places to reach these new audiences? Which channels and recruitment partners are they likely to engage with?
How to stand out from the crowd: Does your employment proposition appeal to would-be consultants from non-traditional backgrounds? Do you use accessible language and clear benefits in your marketing collateral?
And don’t forget onboarding: Is your current hiring strategy primarily geared towards experienced consultants? If so, your onboarding process might be due for a refresh to get fresh hires from other walks of life up to speed with some of the perks and quirks of consulting.
For more help seeking out the best new consulting talent from unexpected places, get in touch.
Comments