When in-house HR brings in a consultant on a project, how can they ensure they're getting someone who is capable and competent, who will not bring added risks to the organization? While recommendations and referrals can be a good sign, some HRM readers suggest it does not go far enough.
"In Canada, it is strongly advised that employers look for a CHRP or SHRP designation in a human resources consultant, in addition to adequate professional liability insurance," Andrew J. Yu said.
However, other readers questioned whether that was the best approach.
A CHRP/SHRP isn't required or a sure way to avoid potential problems," David wrote. "I would argue in Canada it is strongly advised that employers look towards an experienced, reputable firm for any 3rd party assistance."
Many readers debated the value of CHRP, with some suggesting it was the best assurance a manager had that they were hiring an experienced professional, while others noted that many qualified consultants did not have any form of designation.
Consultant Sarah Gayer suggested companies do their due dilligence before hiring any third party.
"As a consultant, I have to hold myself to a higher standard as my reputation depends on it. Should my client ask me to do something that I think is not appropriate I will walk away," she said. "It is easy to use a third party to do those things that you would say you never would do. When hiring a consultant or any third party please do your due diligence. Ensure they are qualified, ask them for references, ask if they do have liability insurance, just in case."