Category Archives: Staffing and Placement

Why in the World should I Hire a Consultant?

Contributed by Alyanna Espina, Recruitment Manager Amick Brown

We are often asked why companies would hire outside consultants, when they could likely solve their business requirements on their own. After all, they have employees in house, which is more convenient for the company to get things going on solving their problem or starting on their new project. Not only that, these employees already know the company inside and out. Why would they waste their time bringing in an outsider and have them go through onboarding, training, and acclimating them to the culture of the company. Yes, at first look these may all seem like valid points to not hire consultants. However, there are many great reasons why companies hire consultants rather than employees.

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Here are some of the reason why companies hire consultants instead of employees:

  1. They want someone with a broader perspective

Often times, companies or clients already have an idea on how to solve the problem they are facing, but they want to make sure that the solution they have in mind is legitimate. Sometimes, they may be close to the answer, but may be missing out due to being too close to the problem. So, they turn to consultants for their expertise because they may have already worked through a similar problem in the past with someone else. The consultant can also give insight on what they have seen work (and not work)  with prior clients. With this experience, they can bring new and innovative ideas, or possible challenges to the table. Consultants bring in a new frame of reference for the company, and helps get rid of the mentality of “things are always done this way” attitude in organizations. In doing so, solving problems or getting projects done on time become more effective.

2. They need more manpower temporarily

Companies have important problems that need solving, but they don’t necessarily have the employee breadth to focus on them. It makes it difficult, since the companies still have to focus on their everyday operations and new projects usually require reprioritizing employees’ core job responsibilities. However, hiring new employees to fill in these gaps may not always work out considering most of these projects do not last very long or may not happen at all. Despite, having employees in house, companies might have difficulties getting the teams organized to do this critical work.

In these situations, consultants come in to serve as temporary, highly skilled employees. Since, they are not full-time employees of the company, it is often cheaper to use consultants than to hire new employees. Consultants are used to switching around companies, creating a very fast learning curve. Also, companies do not have to take their own employees away from their actual day-to-day jobs. It’s a win-win situation all around!

3. They need specific skills that they do not currently have

Another reason why companies hire consultants is to acquire specific skill set that might not be easily available in house. Working with firms who have access to these highly skilled professionals may be more efficient for your company.  With constant innovation in the tech world, keeping your staff 100% state-of-the-art is nearly impossible. Luckily, consultants make it possible for companies to bring in the skill set they demand whenever they need it, since staffing firms make it their business to keep consultants trained and ready for every situation.

4. Sometimes, it is better to have a mediator/ nonpartisan influence

When companies run into a challenging problem, it can be troublesome for them to make decisions or take the necessary actions without getting caught up in emotions or politics. In order to alleviate the situation, companies bring in consultants to provide unbiased solutions to the problem. Consultants are then able to come in and ensure that the problem is being handled by an external party that is both experienced and removed from any controversies. Moreover, consultants can also serve as back-up or affirmation for a client who is attempting to carry out a new idea that might not be well-received within an organization, without any risk to their career.


There are many, many more reasons why companies hire consultants/contractors. I have only touched on a few and would love to hear your must unique reason for hiring a contractor !

With the advent of culture matching and executive oversight for every project, the reward will outweigh the risk.  Save the high dollar value of advertising, screening, interviewing, and hiring an employee by meeting requirements with consultants.

Diversity – Embracing the New View

By Karen Gildea, Managing Partner, Amick Brown

We live, play and work in an immensely diverse world.  To classify ourselves, we align with others of the same representative group.  We categorize ourselves into numerous different groups based on race, gender, age, religion, culture, ethnic background, etc.  The list of identity groupings can be endless.

The traditional view of diversity in the corporate world has had a focus on preventing discrimination of specific minority groups – preventing exclusion.  We are experiencing a shift now….from preventing exclusion to embracing inclusion.  We are moving away from regarding diversity only as a compliance requirement, to recognizing the value of and benefiting from the various perspectives of different identify groups as a business strategy.

The new view of diversity as defined by the Society for Human Resource Management encompasses “the qualities, life experiences, personalities, education, skills, competencies and collaboration of the many different types of people who are necessary to propel an organization to success.” 

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Some of the benefits associated with a focus on diversity and inclusion include:

  • Diverse teams that include individuals of different ages and with different backgrounds and perspectives can be more creative and innovative because the contribution and influence is more varied and therefore rich.
  • Employers want the best and brightest to join their organization. You don’t know what identity group your best match might be associated with.  A company with strong diversity and inclusion goals and a diverse workforce will be attractive to high potential candidates regardless of their identity group.
  • As with employees, customers will be associated with many identity groups as well. A diverse and inclusive workforce as well as a brand that represents a company’s diversity position will be helpful in attracting those customers.
  • While affirmative action programs still exist to counter-balance historic discrimination, fostering a diverse workforce, and working with diversity supplies will satisfy compliance requirements – not doing so might result in missed opportunities.

At a high level, developing a business strategy to support diversity and inclusion can be approached in a similar fashion as other business strategies.

  • Must have Executive commitment;
  • Create a responsible party/organization to champion the effort and shepherd its development and progress;
  • Perform an assessment of the current state that includes not only the demographics of the organization but also the perspectives of the employees regarding the company’s diversity;
  • Evaluate the results of the assessment and determine path forward that might include hiring goals encompassing all of the dimensions of diversity, diversity supplier purchasing goals and organization leadership goals to name just a few;
  • Facilitate organizational, process and any system changes required to support the strategy and goals;
  • Communicate and provide training to all in the organization. Ensure the message is shared by the executive leadership to demonstrate its commitment to diversity;
  • Monitor, measure and evaluate – adjust as needed over time.

Consider diversity in terms of the benefits it can bring to an organization.  Companies that expand their hiring practices to include individuals from varying backgrounds and those just entering the workforce in addition to those that are seasoned with experience will be rewarded with a rich and diverse workforce.  The brand will benefit as well, and at a minimum, the daily work life will be enriched by the many cultures, generations and viewpoints offered by a diverse group of individuals.

As a core belief in how we approach our business , Amick Brown works hard every day to promote the internal and client-facing benefits of diversity.