You’ve read the articles, listened to the experts, and know that it’s time for your organization to level up its employee compensation strategy. You’re ready to hire a compensation consultant — but which one? How do you choose the right firm for your needs? With so many options out there, how do you know which companies are trustworthy partners? What can make or break a partnership with any consulting firm? Let’s take a look at some of the top things that set compensation consulting firms apart from one another.
They ask the right questions up front.
Compensation consulting firms are often brought in at the end of the compensation strategy process — after HR has done some initial benchmarking and executive team members have had their say. But the most successful firms are those that understand your organization’s goals and challenges up front — and ask the right questions to uncover the critical data they need to do their job well. Successful firms will understand your organization’s competencies, hiring challenges, and internal equity considerations — as well as your budget constraints. They’ll know what data points to ask for, and when to ask for them. They’ll also be clear about what they can’t promise — and what they can’t do. If a firm promises to do everything for you, run — because that’s often a sign of a high-pressure, over-promising salesperson. Successful firms are clear about what they can do — and when you’ll see results.
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They’re skilled communicators.
Top firms know that communication is key — between the client and the consultant, and between the consultant and the rest of the client’s organization. They also know that communication style matters as much as content. Communication is how you build trust internally, and it’s how you let others know that you’re reputable and reliable. So, how do you know if a firm is skilled with communication? Ask what their communication process looks like. Ask how they’ve worked with clients like yours in the past. Ask if they’re willing to share their clients’ testimonials — and if they’ve been able to retain those clients for repeat engagements.
They bring fresh, objective perspective.
Compensation consultants often serve as a “fresh set of eyes” for an organization. They bring a fresh perspective to clients’ challenges, having seen many of the same issues with many different organizations in many different industries. Successful firms will bring a fresh perspective to your organization’s challenges — but they’ll also be honest about what they’ve seen work and not work across industries and companies. They’ll be able to tell you what they’ve seen work for others, and what they think might work for you — but they’ll be clear that the path forward will depend on your unique situation.
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They care deeply about organizational culture and equity.
The best firms care about the clients’ organizational cultures and equity considerations. Compensation is a powerful tool for creating an equitable organization — bringing people who are currently underpaid into a more appropriate pay range. But it can also create an inequitable situation if applied carelessly. The best firms understand that compensation is a tool for building organizational equity. And they’re not just using it to calculate what employees “should” make. They’re building a culture of meritocracy — one where the best employees are recognized and rewarded, regardless of what their titles are. The best firms are careful not to promise “perfect” outcomes — because there are no perfect solutions when it comes to people, pay, and organizational dynamics. But they do promise to care deeply about equity, and to approach every engagement with that goal in mind.
Their services are flexible.
Top firms offer a broad range of services, but they don’t try to be everything to everyone. That leads to a one-size-fits-all approach that doesn’t serve clients well. Instead, top firms offer a variety of services — from strategic advice to technical assistance and everything in between. But they’re flexible about how and when they offer those services. They understand that every organization has different needs, and they’re able to adjust their services to meet those needs — and to fit within the clients’ budgets. They’re able to help you decide what you need, and when you need it. And they’re able to say when you don’t need something, and why. They recognize that not every organization needs to engage with them in the same way, or at the same time — and they understand that there’s no one-size-fits-all approach when it comes to building an equity-rich, competitive compensation strategy.
Their people are diverse — in gender, race, and ethnicity.
Top firms care deeply about the people they hire and partner with — and they take equity seriously across the board. You can find out if a firm has equity at the top — if they have CEOs or managing directors who are people of color or women. You can also find out if they have equity partnerships with firms that specialize in equity inclusion work — such as firms led by people of color or women. Equity is an organizational issue — not just a hiring issue. But hiring practices are one place where organizations can make a difference. If a firm has equity at the top — and equity partnerships — you can feel confident that they understand the importance of equity throughout the organization. And that they’re making good decisions about who to hire and partner with at every level.
Their recommendations feel trustworthy and well-reseaed.
The best firms understand that compensation isn’t just about dollars and cents. It’s about organizational culture and equity. It’s about attracting and retaining the best people — and rewarding them appropriately. And it’s about communicating clearly and effectively that those efforts are successful. Top firms understand the nuances of communication and the importance of delivering the right message to the right audience at the right time. They understand that every organization is different, and that every compensation strategy will be different as a result. And they’re able to partner with you to understand your company’s needs, challenges, and goals — and then deliver results that help you meet your organizational goals.
Choosing the right compensation consulting firm for your organization is a big decision. It can have a significant impact on the way your company recruits and retains talent — and on your company’s future. To find the best firm for your needs, you’ll need to ask the right questions up front, be clear about your goals, and ensure that you find a firm that offers a broad range of services — all within your budget. They should also have a track record of serving clients like yours, and showing commitment to equity, diversity, and inclusion. To help you get started, check out our list of the top compensation consulting firms at https://topcompensationconsultingfirms.com/.