Trick or treat? Scary candies for consultants

When dusk comes, we see horror film classics such as All Saints’ Bloody Night, Pet Sematary, and The Shining. We stuff ourselves with an awful lot of sweets and make pumpkin lanterns. The children dress up as ghosts, witches, zombies, and vampires. It will be a welcome break in the autumn darkness.

Soon the Halloween celebration is here and it’s time to get ready for the door knocking tradition, which this year will certainly be limited as a result of the corona pandemic.

But no matter how your consulting company chooses to pay attention to holidays, we at Cinode want to share some tasty treats that every consultant longs for.

What do you choose, trick or treat?

1. Searchability over the company’s overall skills and experience

The companies’ most valuable asset is the collective competence that exists internally and that also is available externally. The information about the skills must be transparent in the organization, easily accessible, and searchable to quickly find the right talent.

2. Custom digital consultant resumes in just a few seconds

Do you agree that too much time is spent on writing, adapting, editing, and creating a graphic layout for your consultant CV?

With a digital tool, you can quickly adapt the CV to the customer. Change texts, hide outdated assignments, or highlight the skills that are most important for the particular mission you are looking after.

The information will be separate from the graphic template – to avoid problems with page breaks, line breaks, and CVs that do not look uniform. Export to pdf/word format or send it as a link.

3. Full overview of the resource planning

Now we must also keep track of which consultants are available, which positions need to be extended and when the employees are on holiday.

With a forecast and utilization overview, which is available to all managers and salespeople, you always have a common picture of where the efforts are to take place. Also knowing what potential assignments your consultants will receive is a bonus.

4. Match assignments with employees, candidates, sub-contractors, and partner consultants

Which of your employees has the right set of skills and is available? Do you need to search among your consultants’ skills and availability? Or maybe among your partner companies?

With a modern tool, you get suggestions for suitable consultants, both based on competence requirements but also on availability. Both internally, among freelancers and partner companies. If that is not enough, you can announce your needs with a few clicks.

5. Complete skills inventory

What industries does your consulting company have expertise-in? What techniques should you invest in developing and recruiting within? With a complete competence inventory consisting of categorization, filtering of team/business area, and including/excluding your consultants, everyone in the company has an overall picture of what you can and how you should develop the company.

6. Find and connect digitally with other consulting companies

When your customers’ demands for the right expert in your delivery increase, make sure to build up your unique network with other consulting companies that complement your business. At the same time, you make yourself attractive by presenting your expertise, which can lead to further inquiries.

When the need arises, you announce your inquiries directly in the business flow to selected partners or towards a network consisting of hundreds of consulting companies.