7 Tips To Hire Your Ideal Millennial Business Consultant
Use these 7 tips when hiring your ideal Millennial Business Consultant
1. Make sure your ideal candidate is a credible business consultant first.
My definition of a business consultant is someone who has sufficient knowledge base, skill set and experiences in business to connect the dots, understand the needs and the goals of your organization and has the resources and insight to bring in the right team of bright minds to design strategic solutions and offer coaching and training to the right set of people on your team to implement those solutions.
Being a millennial makes me relevant in providing insight from the millennial lens in relevant areas and industries, but it does not qualify me to be a proficient millennial business consultant just because I am a millennial in age. Many businesses will pay high dollars to hire a so called millennial consultant solely based on that person’s social media following and often times, it is a huge mistake when that person does not come equipped with the necessary skill sets, expertise and business acumen to perform as a consultant in the first place.
Don’t get caught up in the hype. Social media is the result of strategic building of a target perception, which means it is not always reflective of the truths or at least the whole truths. We have often heard that majority human beings move like sheep, just following the herd. Don’t waste your valuable investment and hard earned dollars by hiring a so called millennial consultant without vetting them out first.
2. Make sure your ideal candidate is an actual millennial or close enough in age to being considered a millennial.
Here, age matters. I have no intentions of being discriminatory; it is just the truth. Relativity is crucial in hiring a business consultant who can share a millennial perspective with your organization. So of course, age is a consideration that cannot be overlooked when hiring a millennial business consultant who can provide you with the relevant feedback and identify with your target audience in providing his/her input, whether your target audience is the millennial consumers or workforce.
That is why no matter how discriminatory it may sound, it is important to make sure that your ideal candidate is an actual millennial in age who comes with the skill sets, credentials and experience to qualify him or her as a credible and well equipped business consultant. However, please keep in mind that depending on your objective, the age and the business acumen and skill set are not all that should be considered in vetting out the ideal millennial business consultant to your business to determine relativity. Read on to learn more.
3. Hold your ideal candidate to a high standard as if you would in hiring any other business consultant and expect nothing short of that.
Many organizations, often subconsciously cut slack for their prospective millennial consultants because they themselves are unsure of what to look for in their ideal candidate. It all goes back to that urgent rushed need to hire someone to help them to figure out how to attract more millennial consumers or millennial workforce without knowing how to vet out the ideal candidate.
The right candidate will be someone who is a professional and comes well equipped with the knowledge base and credentials to serve as a business consultant who also happens to be a millennial and can provide you with a millennial perspective. Do not cut them any slack. Hold them to a high professional standard as you would in hiring any other business consultants and see if they hold up. Often you will soon find out that their number of followers or Likes on Social Media often do not translate well into possessing the skill sets, business acumen, and experiences in business. Remember, a business consultant needs to first understand what business really entails and must possess the professionalism – period.
4. Study your ideal candidate’s business and personal social media platforms including LinkedIn, Facebook, Twitter and Instagram to understand their brand, and not just focus on Likes or number of followers.
Thanks to technology we can really research who we are hiring and doing business with by studying their social media content and timeline. It is important to carefully study not just the company sites, but the personal sites of your ideal millennial business consultant. Here is why. There is a reason why so many professionals in HR and the headhunters research their candidate’s personal social media sites. It speaks volumes about their likes and dislikes and what causes are relevant to them, and to a degree it also can show what each candidate values in his/her life. That is crucial in hiring the right consultant for your business.
I always say energy is everything and pictures speak volumes. Your candidate may tell you one thing, but when you research their social media platforms – both business and personal, you can tell a lot about that person and his/her values and professionalism. Anyone who is a professional will not pose borderline naked on their photo or post videos of them acting obscene – even on a personal social media page. No millennial business consultant should get a get out of a jail card because he/she is a millennial.
Study their brand and make sure to dig and go back few years and look for consistency before you decide to hire the candidate. In addition to looking for professionalism, energy and value, look for what they are interested in so you can factor that in to your relativity component in your consideration in hiring the right millennial business consultant for your brand.
5. Compare how much relevant knowledge/experiences your ideal candidate has with your target audience.
Depending on the industry you are in, it would be highly recommended to seek a millennial business consultant who has relevant knowledge basis that goes beyond having the professionalism, business savviness and being an actual millennial in age. For example, if you are in the technology industry, chances are, you would be much better off hiring a millennial business consultant who has personal knowledge and experience in working in technology or has someone on his/her team who possess such knowledge. Same recommendation goes for specific niche industries such as restaurants and construction.
Consultants vary in nature and some carry specific knowledge in one given field and others carry knowledge and skill sets that can be broadly applied to various industries. As you would in hiring any other business consultant to determine the degree of specific knowledge, look for the same in your ideal consultant, and make no exceptions to the millennial business consultant. Certain industries require a specific skill set and knowledge base from the business consultant directly or from someone on his/her team who has those specific knowledge and skill set. If that speaks true to your industry, make sure to consider that key factor.
6. Factor in race, ethnicity, gender, sexual orientation and socio-economic status and more to determine relevance.
Other considerations such as race, ethnicity, gender, sexual orientation and socio-economic status also play a role in such considerations in determining relativity in choosing the right millennial business consultant. For example, if you are looking to attract a racially diverse set of consumers or workforce who come from a middle socio economic class, chances are, hiring a Caucasian business consultant who has always grown up in the top income bracket and lack the ability to relate to such target consumer base or workforce may not be the best move.
Thanks to the Silicon Valley tech starts-up culture, there is a stereotype that almost all Millennials are great in technology, are Caucasian and can afford the super expensive luxury lofts being built through the metropolitan cities in the U.S. That cannot be so far from the truths. For example, majority of Millennials in the U.S. actually come from racially and ethnically diverse backgrounds and come from low to middle socio economic class with immigrant backgrounds. The stereotypical Silicone Valley millennial only makes up a very small top 1% of the millennial population.
Also think about where your target consumers and work force are truly coming from. In this global age, many businesses are done through e-commerce and more global work force and consumer base are based outside of the U.S. That means companies should take a look at the more diverse millennial consumers and workforce and get to really know them beyond the stereotype. Really map out what factors to look for in determining relativity in hiring your millennial business consultant to meet your goal.
7. See if you like his or her energy and be honest about it.
I have always said that energy cannot be faked and if it is good, it is like smelling an intoxicating aromatic scent; and if it is bad, well, it’s like a bad funk that you just want to run away from. People do business with people they like and people work better with people they like. It’s the simple law of logic and truth.
In hiring your millennial consultant, ask yourself if you like this person. If you are hiring him or her because he/she reminds you of your kids or niece or nephew, that probably is not the best reason. Ask yourself honestly how you identify with this person’s energy and how your team seems to identify with this person’s energy. Energy matters, because well, everything starts with energy.