Management and human resource consultancy services

How HR Consultancy Works: A Comprehensive Guide

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How HR consultancy works and functions have been an integral part of business operations nowadays. Due to the increasingly competitive business landscape, organizations face several challenges akin to effective human resource management. Therefore, HR consultancy can be a game-changer that can help businesses navigate operational complexities and optimize their human capital. Today, we will explore the functions of HR consultancy, its benefits, and its contributions to the success of organizations.

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1. Understanding How HR Consultancy Works

HR consultancy refers to engaging external experts or consultants who specialize in diverse aspects of human resources management. These consultants work closely with organizations to assess their HR needs, develop strategies, and provide tailored solutions to optimize workforce productivity and organizational performance.

2. Assessing Organizational Needs

The first step in HR consultancy is the assessment of the specific needs and challenges the organization currently faces. It includes a comprehensive analysis of the existing HR processes, policies, and systems. Consultants gather information through interviews, surveys, and data analysis to identify areas that require improvement or intervention.

3. How HR Consultancy Works on Strategies

Based on the needs assessment, HR consultants collaborate with organizational leaders to develop effective HR strategies aligned with the company’s goals and objectives. However, these strategies encompass vast areas, including talent acquisition, employee development, performance management, compensation and benefits, and employee relations.

4. Talent Acquisition and Recruitment

One of the vital functions of HR consultancy is assisting organizations in attracting and selecting top talents. Consultants pull their expertise to create comprehensive recruitment strategies, develop job descriptions, conduct candidate screening, and streamline the hiring process. They may also advise on employer branding and leveraging various recruitment channels.

5. How HR consultancy works on Employee Training and Development

To secure steady growth and organizational development, HR consultants focus on employee training and development initiatives. They identify skill gaps, design training programs, and facilitate learning opportunities that enhance employees’ knowledge and competencies. It enables organizations to build a competent and skilled workforce, ready to adapt to changing business needs.

6. Performance Management and Appraisals

HR consultants are vital in establishing performance management systems that drive employee productivity and align individual goals with organizational objectives. They develop performance appraisal frameworks, design key performance indicators (KPIs), and provide guidance on conducting fair and constructive performance evaluations.

7. Compensation and Benefits

Managing employee compensation and benefits is crucial for attracting and retaining top talent. HR consultants assist organizations in designing competitive and equitable compensation structures, including salary benchmarking, variable pay programs, and employee benefits packages. They ensure compliance with legal requirements and industry standards while balancing the organization’s budgetary constraints.

8. Employee Relations and Conflict Resolution

Maintaining positive employee relations and resolving conflicts is essential for a harmonious work environment. Although HR consultants offer guidance on creating effective employee communication channels, they still need organizational collaboration in implementing grievance-handling procedures and fostering a culture of open dialogue and mutual respect. They mediate disputes and provide solutions that promote employee engagement and satisfaction.

9. HR Consultancy works on Compliance and Legalities

Navigating the complex landscape of employment laws and regulations can be challenging for organizations. Additionally, HR consultants stay up-to-date with the latest legal requirements and ensure that organizations comply with all applicable labor laws and regulations. They review HR policies and procedures to ensure legal compliance and minimize the risk of legal disputes or penalties. Consultants also guide ethical practices, diversity and inclusion initiatives, and data privacy to create a fair and inclusive work environment.

10. Continuous HR Improvement and Evaluation

HR consultancy is an ongoing process that emphasizes continuous improvement. Consultants regularly evaluate the effectiveness of HR strategies and initiatives by analyzing key metrics and gathering feedback from employees and stakeholders. They identify areas for refinement, implement necessary changes to optimize HR practices, and align them with the ever-evolving organizational needs.


To wrap up, how HR consultancy works is a valuable resource for organizations seeking to optimize their human resources management. By leveraging the expertise of HR consultants, businesses can address their specific HR challenges, develop effective strategies, and enhance workforce productivity and organizational performance. From talent acquisition and training to performance management and compliance, HR consultancy covers a broad area crucial to a thriving organization.


1. What is the role of an HR consultant?

An HR consultant provides expert guidance and support to organizations in managing their human resources effectively. They assist in various areas, including talent acquisition, employee development, performance management, compensation, employee relations, and legal compliance.

2. How can HR consultancy benefit my organization?

One crucial role in how HR consultancy works is to bring specialized knowledge and experience to address HR challenges and improve organizational performance. It helps attract top talent, develop employees, ensure legal compliance, and create a positive work environment.

3. Are HR consultants only suitable for large organizations?

No, HR consultants cater to organizations of all sizes. Whether you’re a small startup or a large corporation, HR consultancy can provide tailored solutions that align with your specific needs and resources.

4. Can the HR consultancy’s role assist with cultural transformation within an organization?

Yes, HR consultants can play a vital role in cultural transformation initiatives. They can help organizations define and communicate desired values, facilitate change management, and foster a culture of innovation and collaboration.

5. How can I find the right HR consultancy for my organization?

When selecting effective HR and management consultants, consider how HR consultancy works on a broader picture, consider their expertise, track record, industry experience, and client testimonials. It’s essential to choose a consultancy firm that aligns with your organization’s values and understands your industry’s unique HR challenges.


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Commonly Used Interview Questions

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If you are a candidate, you must be familiar with and prepared for the commonly-used interview questions most hiring managers, recruiters, and HR professionals use during the initial interviews. 

If not, then this must be the right time to start brushing up on your skills.

The first impression lasts a long time (if not forever), and the interview is the first point of contact between the company and future employees. The initial impression works both ways for employers and employees, a stage in the recruitment cycle where both sides try to create a positive impact.

Interviewing is an essential step of the hiring process that employers can’t afford to fail in. It is the foundation for strengthening the talent management effort of an organization. Interviewing is not exclusively for the benefit of prospective employers alone. During this stage of the hiring process, employers and employees will decide if their values, culture, skills, and needs are parallel with their respective goals. You must keep in mind that a workplace should be a nurturing place that encourages partnership and similar growth on either side.

A successful HR professional understands how important is the interview process to support the organizational objectives. That’s why, during the initial screening, they can freely use a structured or unstructured set of questions to extract the information they need from each candidate. 

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commonly asked interview questions
Job Interview

Commonly used interview questions – what do they aim to achieve?

  • Excellent source of information for the organization – by speaking with candidates from various backgrounds and industries, the company gets valuable information about employee expectations, needs, and short and long-term goals that allow them to improve their strategies for talent retention and career development plans. 
  • Provide insights – allows the HR to learn about the candidates and gather insights on their areas of improvement and perceived weaknesses as managers. These insights can guide them to improve their leadership style and align with the organization’s talent management efforts.
  • Transparent assessment – in addition to what’s written in the resume or cv, the in-person or virtual interviews allow the recruiting officer to gather in-depth information about the potential employees’ skills and technical knowledge. In the same way, the applicant assesses the potential employer if they are a good fit. 
  • Learn from the candidates – Hiring officers do not know everything. During the interview, candidates may try to impress the manager and provide additional information that may help HR in the selection process. 
  • Get to know your future colleagues – an interview can be the first among many interactions and collaborations with your future colleagues. If the vibes are good and the working conditions meet the expectations, then an interview can be a good start to something productive. 

Finding the perfect candidate for a job can be daunting for an HR professional. Repeatedly doing the process day in and day out can put a lot of pressure on hiring managers, especially if they cannot find the ideal candidate they are looking for. This is the (necessary) downside of the hiring process.

  1. Tedious – HR professionals spend a lot of time interviewing candidates that do not match their requirements and expectations. Some professionals view the lengthy hiring procedure as a waste of time. 
  2. Difficult to gauge the validity of information – since both sides of the interview table try to impress each other, there is a certain level of unspoken distrust that prevents either of them to trust the exchange of information.
  3. Personal bias and preconceived notion – unbiased comparison between candidates is one of the struggles among HR practitioners. Stereotyping and preconceived notions about one’s race, religion, and culture sometimes distort the assessment procedure for talent acquisition. 

The right answers to commonly asked interview questions  every job seeker should prepare for

Each organization is unique, and though some commonly asked interview questions may be the same, their desired answers differ. 

  • Can you tell me something about yourself?
    • This can be a tricky question. The prospective employer wants to get acquainted with their employees, but not in a boring way. Candidates must be good storytellers of their life experiences, struggles, triumphs, and goals. However, the story should justify why you are a good fit for the job.
  • How did find out about this job opening?
    • Be specific. They want to know if you are actively or casually looking for employment. It reflects how interested you are to work with their company, or they are (merely) one of your choices.
  • What is your preferred company setup or company culture?
    • It is heartwarming to know if the applicants conduct a little research about the company they want to work for. This question deserves an answer that favors the future employer’s work culture and core values. It pays to stalk them a little before your scheduled interview.
  • How do you handle work pressure?
    • Employers want employees who don’t succumb to work-related pressures such as deadlines and efficiency. Work pressure always comes and goes. Reassuring the employer that you can deal with stress gracefully and calmly gives you an edge to bag that role.
  • Are you comfortable working alone or with a team?
    • It is a plus factor if an employee can work independently and deliver the task effectively. However, at some point, you should be comfortable collaborating and cooperating with other team members to improve productivity and promote a positive work environment and teamwork.
  • How do you balance your time at work and home? Are you the “by the number kind of person, or do you deal with the pressure as they come?
    • The company wants to know if you are organized and responsible on the personal and professional front. These are the same traits an efficient and reliable employee possesses. 
  • What is your opinion about continuous learning?
    • It helps impress the employer if you are particularly concerned about brushing up on your skills every now and then. It indicates your seriousness about your goals and career development.
  • How much do you draw right now, and what are your salary expectations from this company?
    • Employers want to know if your asking rate is within their budget for the job role. This is one of the times when you must hold your ground and not compromise on your worth. Justify why you deserve your asking rate. 
  • Do you have other pending applications with other companies? If you do, how far have you gone in their hiring process?
    • Be honest. However, this question tests your sincerity in applying for their company. The HR manager wants to confirm your position to your answer to the second question if you are casually looking for a job or if your intention to join their company is sincere.  
  • How soon can you join if you get selected for the position?
    • Be specific and transparent. If you have a non-negotiable 30-days notice period (if currently employed) after submitting your resignation, feel free to talk about it. Remember, for the company to trust you, you must give them a reason to do so, transparency is one of them. 

Not all interviews end up with onboarding, but each conversation with an HR professional must be a learning experience you can utilize as you move along. Familiarize and prepare yourself with the commonly used interview questions and nail that interview.

Happy Hunting!  

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Global Talent Management trends

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How do you cope with the increasingly competitive trends in global talent management? We often hear managers and leaders say that the right talent for the job is scarce and that they go the extra mile to retain their talent pool to thrive or even survive.

Nowadays, talent management is one of the major concerns among companies, and the trend is increasingly becoming a global phenomenon. Why? Because they can. Employees get access to online recruiters, apps, and an endless list of job opportunities from job portals. Job opportunities became identical to online shopping, where they can compare openings and then choose their best pick.

Applicants have the power to shortlist companies and job openings more than ever before.

The era of global talent’s empowerment

Thanks to modern technology and a wide range of job opportunities, we have reached the era when employees can climb the corporate ladder dictating their own terms. If an employee experiences a slight discomfort or is disconnected from the company values, jumping from one ship to another has never been easier.

It’s employee’s turf now

During the early onset of the pandemic (2020), millions of people lost their jobs, hundreds of thousands of companies (globally) folded, and the world economies experienced a recession. As the situation started normalizing in the middle of 2021, the market opened for new job opportunities. Before the pandemic, the world economy surpassed numerous recessions, and each recession affected the job market differently.

On top of the recession, it became a global trend for employees to jump ships to find better opportunities. Every time an employee changes jobs, they demand higher rates. It benefits the job seekers but gives the organization headaches in retaining top talents. The job market is increasingly becoming the employee’s turf now. They come and go as they please.

Tenure still matters

Despite the job market being flooded with new employment opportunities, a considerably large number of employees still prefer tenure along with the perks and convenience that come with it. So they stay where they are. And why not? Taking risks of moving from one company to another does not guarantee lasting employment.  

With the uncertainties of the volatile job market, quitting can be an irrational option any employee can take. Tenure is typical among the older demographic who prefers stability and certainty. 

Although tenure reassures the employees that they will not lose their jobs, it is disadvantageous for the company in terms of performance complacency. If an employee stays in the same company for a prolonged period, they typically become overly comfortable and relaxed in performing their tasks because there is no risk of losing them. It can also prevent them from advancing their career. Though the company can cross-train their employees to upskill and reskill, the final decision stays with the employees if they want to explore further or stays with the same job scope.

Younger talents are ruling

Younger employees tend to move a lot. Full of fresh ideas, theories, and high ideals from college, they thought they could change the system overnight. As they jump from one job to another within a few months to a couple of years (maximum), the organizations are in constant search of new talents they can keep and develop.  

Millennials take over the job market

Currently, millennials occupy 35% of the job market and are expected to occupy 75% of the workforce by 2030. Like the younger workforce, millennials display mobility, and their presence is undeniably strong.

With the degree of mobility of millennials and younger employees, talent management remains a challenge for most global organizations. 

global talent management trends seek candidate that stands out from the crowd
Stand out from the crowd

Freelancers are on the rise

In the last few years, a large number of displaced employees from the recession of 2008-2009, and the new graduates have taken refuge in online jobs. They call themselves freelancers, independent contractors, and self-employed, among other things. Society has witnessed a whole generation of entrepreneurs, coaches, and freelancers dominating the job market. Several freelancing portals sprouted from all over to bridge the geographical gap between companies of all sizes (from various sectors) with freelance workers.

This trend enables companies to reduce their cost and liabilities. Their contract with the freelancers is non-committal and frees them from paying benefits, vacation pay, health insurance, 401K, and other perks they provide their regular employees. 

Some companies are experiencing employees quitting en masse due to discontent with their corporate value or management-related issues leading to the rising demand for freelance workers. In 2021, the rate of employees quitting their regular job is back to the pre-pandemic rate forcing companies to adopt a hybrid system to survive their operations. It gives freelancers a steady inflow of job orders.

However, this setup is not for all organizational types. There are processes and job specs that large companies and known brands cannot simply allow freelancers to perform. Likewise, the amount of freedom the freelancers get can easily discourage them from going back to regular employment. As a result,  talent management becomes a constant struggle for many organizations. 

Global staffing trends

Many (or most) large multinational corporations (MNCs) maintain their market integrity and competitive edge in the global arena by adopting the four approaches to global staffing, ethnocentric, polycentric, regiocentric, and geocentric.

  1. Ethnocentric 

The ethnocentric staffing approach means the company hires employees from their parent country to fill the crucial organizational positions in their global offices. The company can either relocate an existing employee to the host country or hire someone from the parent country who is willing to live in the host country. 

This approach is ideal if the company is expanding or opening a branch in a new country so that the implementation of the company rules and policies becomes easier. As a rule, expatriates must not exceed 20% of the hiring cost of the host country. 

  1. Polycentric

A polycentric staffing approach means hiring people locally to fill the positions in the host country. Foreign companies need the skills and expertise of local professionals. They can help the company to expand their operation as locals know the market and they possess the necessary skills in conducting business.

  1. Regiocentric

A regiocentric staffing approach means hiring and transferring people from the same region. For example in the Asia Pacific Region, a company can transfer employees from Australia to Singapore or India and vice versa at a much lower cost than employee transfer, say, from the US or other western countries.

Although this approach is more cost-effective and convenient than transferring employees from their parent country, some possible barriers have to be taken into account when adopting this approach, like language issues, cultural differences, and religious affiliations. 

  1. Geocentric

A geocentric staffing approach means hiring people regardless of nationality and geographical location. For example, a company can hire employees from remote places, and their jobs can be performed virtually (ideal for customer support). Another way of dealing with a geocentric approach is relocating employees to a new host country. 

Global operations have many advantages and disadvantages, but in order to build and sustain a talented workforce, companies must use talent management. The core objectives of a successful global talent management strategy are to recruit, develop, deploy, and retain the right talents.

Incorporating Global Talent Management into Business

  • Talent management should be aligned with the company’s strategy. Managers and leaders should be well aware of their talent requirements. They must be in alignment with the organizational strategy and maintain strategic flexibility when necessary. Companies should have the ability to adapt to the ever-changing business condition and have the capacity to restructure their approach to handling talents.
  • Internal consistency. Consistency is a crucial factor in building a strong pool of talents in the organization. It underscores every practice, communication, and decision in the company to make the business successful.
  • Cultural integration. The organizational mission and vision are there for a reason. Although, logically, companies will not violate any law if they do not live up to their written core values. However, it’s a great help to the talent management process if the company integrates its core values into various processes such as hiring, leadership development activities, performance management systems, and compensation and benefits programs. Once cultural integration is in place, recruitment, retention, and talent development becomes natural and seamless.
  • Active involvement of line managers. The talent management process of successful companies includes not only HR but all the managers from all departments. Human Resources alone cannot put a spell on talent management. Leaders starting from CEO to junior leaders must pitch in some ideas. One of the potent strategies in the talent management process is to get the line managers involved. They will participate in the decision-making and hiring process, and get accountability for training new talents.  
  •  Balance the global and local requirements. Companies with an international presence must master the art of reaching out to local internal clients by maintaining sensitivities on cultural differences, the local corporate environment, and business practices (country-wise). A coherent HR and management strategy to reach out to locals can resolve (or prevent) any intercultural tensions.
  • Maintain a unique (employer) brand. A brand does not only work for consumers but employees too. Attracting the right skills and attitudes goes hand in hand with the unique organizational brand. For example, employers must develop a way (different from competitors) to resolve internal conflicts or a distinct set of perks and career paths. Uniqueness makes your brand stand out.

Difficulties in maintaining high-quality talents?

The quick answer is YES.

Every sector has different talent needs. Before the pandemic, the employment sector had already been struggling to find the right talents, and the ripple effect of COVID-19 even made it harder. Yes, we are still not over the pandemic, and people still worry about childcare, health concerns, and more. 

The job market is running short of “right talents.” You did not misread it. There is a huge talent gap in the industry. For example, not enough medical professionals to fill the position in hospitals and other healthcare facilities. The industry doesn’t have enough web developers, computer engineers, AI analysts, and programmers to cope with technological advancements. Applicants claim to know the job but lack the necessary skills and knowledge to perform them. With the suspension of traditional learning and hands-on skills training, the talent gap is widening day by day.

Low-budget job openings are at an all-time high. Due to slow turnover, some employers cannot afford to offer a decent rate to some physically demanding and mentally exhausting positions. Others view this phenomenon as “taking advantage” of the recession. People need employment and are willing to accept offers even if it is a decimation from their previous package to survive. 

Millennials and Generation Z are leveraging the popularity of short online courses and video tutorials to upskill and reskill themselves. They jump ships as often as they wish. As we mentioned above, it’s the era of employee empowerment.  To some degree, they can beat college degree holders and professionals in landing high-paying jobs

The truth is, it’s a tough time for both employers and employees. People are barely surviving with gigs and short stints with companies that are not offering regular positions. The uncertainties of “what ifs?” and “what’s next?” lingers in everyone’s minds.

It doesn’t matter if you are a freelancer, salaried employee, consultant, self-employed, or wage earner because uncertainties still await. There is no escaping it. Companies are opening their doors for fresh (or returning) talents to join the workforce. Businesses take risks too. 

Global talent management is in peril!

 Wait, what?

There are solutions. 

It is job seekers’ turf now, but employers can still save the day, not by aggressive hiring initiatives but by addressing the internal conflict that causes a high attrition rate. 

Some attritions are nearly impossible to avoid. That’s why companies must strategize on retaining their best talent as much as possible.

It all boils down to salary and other perks. An organization that can pay good money has the power to retain the best talents in the market, harsh truth.

If your company is not in the position to pay top dollar, your solution is to build a perfect environment and work culture that your employees will not want to leave you. Maybe it’s about time you take HR more seriously for their efforts

Let us help you with your plight in finding the right talent. Start a successful talent management today. Let’s work together!

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