Q: Our workforce development area is working on a business plan for our area. Does LERN have any best practices or information on best ways to vet or on-board consultants. Another words, we work with many consultants but wondered if there are recommended processes in place on how to bring them into an organization to train. Best ways to find them, screen, pay them, evaluate or anything of that nature.
A: Vetting trainers is a critical aspect of making sure you get the right person to meet the needs of your organization and your client. At LERN, our process involves a lot of direct communication and "testing." Before anyone is invited to become a LERN consultant or trainer, there are a variety of criteria they must meet:
1. Proven experience in the area where they will be training. At LERN, this is typically something we learn from working with the person. In other settings, references and resumes can also be a source of information.
2. Involvement with the LERN organization. At LERN, we typically involve the potential trainer in activities related to their area of expertise as council members, committee leaders, etc. This gives us an opportunity to work with them and to assess such things as leadership skills, applied knowledge, etc. In other settings, where you may be hiring someone to come on board and where they do not have the opportunity to engage with your organization in depth before this is done, we would strongly recommend having them do some training "snippits" or other presentations to help you assess style and effectiveness.
3. In some instances, you may be able to view videos of their work, and this can give you an idea of their presentation skills.
4. You can also give a hypothetical consulting project and ask the individual to outline the approach they would take to the project.
Since you are working with them as consultants, not as regular employees, you should make sure to have a contract that gives you the flexibility to make changes in their relationship with you if you want to either increase or reduce their levels of responsibility with your organization.