Hiring a consultant shouldn’t be guesswork.

You’re bringing in an expert to solve serious problems—fix broken processes, reduce waste, lead change, or deliver transformation. The wrong hire means wasted budget, lost time, and more complexity.

Here’s how to do it right.

1. Know Exactly What Problem You’re Trying to Solve

Before you look for a consultant, define the challenge.

Is it:

• Operational inefficiency?
• High costs or errors?
• A stalled digital transformation?
• Broken processes across departments?
• Lack of standardisation or structure?

A clear problem means a clear scope—and it helps you filter the right kind of consultant.

2. Look for Practical Experience, Not Just Credentials

Degrees and certifications matter—but results matter more.

Look for consultants who:

• Have delivered similar projects before
• Can explain what they achieved (with metrics)
• Have worked across industries or functions
• Understand real-world complexity, not just theory

Ask for case studies, outcomes, or examples—not just a CV.

📌 Example: “I helped reduce processing time by 40% across three departments” means more than “I have a Six Sigma certification.”

3. Check If They Understand Both People and Processes

Great consultants don’t just optimize systems—they get buy-in from teams.

Your consultant should be able to:

• Facilitate workshops
• Interview stakeholders
• Gather feedback
• Communicate change clearly
• Navigate internal politics

Transformation fails without people on board. Make sure your consultant can lead change, not just map processes.

4. Ask About Their Toolkit and Methodologies

Tools don’t solve problems—people do. But the right toolkit helps.

Ask what frameworks they use:

• Lean Six Sigma?
• PDCA?
• Root Cause Analysis?
• BPMN?
• Agile or Waterfall for delivery?
• Process mapping tools like Visio, Signavio, LucidChart, Camunda?

This tells you how structured and scalable their approach is.

5. Make Sure They Can Work With Your Team, Not Around It

Avoid consultants who operate in a silo and vanish after delivering a report.

You want someone who:

• Works closely with your teams
• Builds internal capability
• Leaves behind documented processes
• Embeds change—not just recommends it

📊 Harvard Business Review notes that 60% of consulting projects under-deliver because the work isn’t embedded or sustained after the contract ends.

6. Set Clear Deliverables and Timeline from Day One

Don’t leave scope vague. Before the work begins, define:

• What success looks like
• What will be delivered
• Key milestones and timelines
• Reporting cadence
• Ownership and exit criteria

This prevents scope creep, delays, and frustration on both sides.

Final Thought

Hiring a Business Improvement or Transformation Consultant is a high-impact decision.

Do it right, and you’ll:

• Cut costs
• Streamline operations
• Improve team performance
• Deliver sustainable change

Do it wrong, and you’ll end up with another report collecting dust.

Start with clarity. Look for experience. Demand outcomes.

👇 Book a free productivity consultation today.