Staffing = Reputation x Networking
Staffing = Reputation x Networking
Staffing can make a huge difference between failure and success. It requires a strong reputation and an extensive network. But new hires lack both. Learn how you can improve your staffing game.
For a long time, I believed staffing was an unfair process until I became a manager and understood how it works and why.
The main goal is to provide the best talents for clients' projects. It gives more power to partners. But it doesn’t mean that consultants cannot influence the process.
Staffing operates as an open market with supply and demand forces in play. Partners provide demand through projects, while consultants are a supply of talent.
Partners are motivated to attract the best talent. Consultants are motivated to secure the best projects. It’s survival of the fittest and natural selection by design.
This process should work quite well in most cases. But the key word is "should," and unfortunately, sometimes it doesn’t.
This process doesn’t work well for certain vulnerable categories of consultants.
New Hires
In the first few months, new Hires can't work well and are not well-connected, so staffing is tough for them.
Consultants joining in times of economic slowdowns are affected the most. Finding new projects becomes highly competitive.
On the other hand, consulting firms understand they cannot survive without fresh blood. They know they need new talent to maintain their talent pyramid, so they provide some types of discounts and incentives to staff new hires.
It helps a bit, but it is still very tough and competitive.
Experienced Hires
Staffing is even harder for experienced hires.
They already cost an arm and a leg but still can’t work effectively.
For experienced hires, the hardest staffing is finding the second project.
They no longer have a discount, but everyone knows they are not ready to work well yet. For that price, partners can get two tenured business analysts who will do more work for the same price.
So, lateral hires are placed in quite an uncompetitive situation.
Performance Issues
This is the most difficult category.
The system is designed to weed low-performing people out of the system.
Staffing becomes impossible.
Partners are reluctant to staff consultants with performance issues, and staffing managers also inform partners about consultants’ performance issues.
If consultants can't be staffed, recovering from this situation becomes impossible.
It's a vicious cycle.
Consultants rarely recover from this situation, especially in tough economic times. That's why consultants need to avoid it as much as possible.
Read the post about how to deal with performance issues - Received a 'Concerns' Rating?
If you are an MBB consultant and want to achieve high performance, book a free 1-1 consultation to discuss how exactly I can help you. There is no commitment and you can ask any burning questions you might have.
How Staffing Works
Real staffing happens behind the scenes.
Partners want to staff their projects with the best talent. High performers are well-known in their offices, and information about reputations spreads quickly. Partners try to book high performers in advance when projects are not confirmed yet.
Projects can end up on the staffing list for two reasons.
First, they are undesirable, and nobody wants to join them. Second, it is a formality to create a sense of transparency and fairness. But the project is already staffed.
You are already behind by waiting for projects to appear on the staffing list and applying to them. It is a very ineffective way of staffing. But it will also result in subpar projects.
To win at the staffing game, you must be on speed dial for the partners you want to work with. Ideally, you need to place yourself in a situation where multiple partners will fight for you. This will create options for you to steer your career.
What can you do to improve your chances of staffing?
Staffing is a function of two variables:
Staffing = Reputation x Networking
It truly exemplifies a multiplier effect and works both ways. If you have a negative reputation, it will also spread very quickly.
Reputation
Reputation in consulting is a foundation of success.
Everyone knows everything about everyone.
Gossip is an institutionalized method of sharing information that spreads like wildfire.
Protecting your reputation from the beginning will be a crucial priority. It is better to have no reputation than a negative one.
Everything you do either adds to or subtracts from your reputation.
That's why it's important to be purposeful in what you do and to do it with the highest quality possible. Focusing on too many things will be damaging. It is better to do a few things well than many things but at average quality.
The best practice is to focus your first months on learning quickly.
Then, maximize every exposure opportunity to create the best work possible.
Learning to create great slides will give you the best return on your invested time. The earlier you learn this, the more productivity you will realize.
Here's a post that can help you learn this - How to Create Great Slides
Networking
Networking is important and helpful for getting staffed.
But that only works if you have a neutral or positive reputation.
People say that new hires need to network. Consultants send hundreds of emails asking partners for coffee chats.
Instead, you need to engage with people through meaningful activities and work. Only through meaningful work can they form a good opinion about you.
Even if there are no projects, there is still lots of work in the office: proposals, internal projects, office initiatives, and outreach efforts. These initiatives are all led by partners who need to drive them, and helping to drive them will not go unnoticed.
Many consultants think of beach work as useless chores. But these are great opportunities to get good exposure to partners. You can volunteer to help partners and showcase yourself in the best possible light.
Tips and Tricks
Take Control of Your Own Staffing
Staffing coordinators may tell you it is going to be okay. No need to worry.
Don’t believe them. Nothing will be okay if you don't make it okay.
If a staffing coordinator is assigning you to a project, chances are the project will not be the best. Staffing for all good projects occurs between partners and consultants. Only undesirable projects need the help of staffing coordinators.
Another common mistake I see is that consultants are bitter that staffing coordinators don’t help them find new projects. Don’t be. It’s not their job. They don’t have any power to influence the staffing process. Partners make all critical staffing decisions.
Don’t outsource your staffing; do it yourself.
Make People Recommend You
It is extremely powerful when others recommend you.
For example, I’ve worked with a few consultants I liked and supported. They would send staffing emails and copy me. I always recommended them as a follow-up email. It cost nothing to me, but for them, it massively increased their chances.
If you have people you can ask to vouch for you, use them. If you don’t have those people, next time, build these relationships on your next project.
Maintain Your Network of Sponsors
If you’ve built good relationships with leaders, ensure you maintain those relationships.
Even if you don't work together, find opportunities to stay in touch. Update them on your journey, key milestones, and your successes. Do it strategically, not opportunistically.
Inform them regularly about your staffing timelines. Sometimes, they may have a project lined up or know someone who needs a good consultant. After all, they are more connected than you.
Prioritize People Over Topics
Aim to work with the best people.
That's how you will continue to be successful and happy. Working with toxic people can be damaging to both your reputation and mental health.
Some people try to chase certain industries or topics. It is a valid strategy. But, for a longer-term strategy, the more sustainable strategy is to find people you enjoy working with. That's how you make consulting a great place for yourself.
Frontload Your Staffing
Staffing doesn't happen overnight. It requires time to materialize. Begin your staffing process 2-3 weeks in advance.
If you hit the beach without a project and expose yourself, you risk being assigned to projects you don’t want. Try to find the project yourself well ahead of time.
Always Perform Due Diligence
It is a good practice to check the leadership of your future projects. Ask people what they think about them. Even by the level of enthusiasm, you can gauge how good they are.
Knowing who you will work with is still helpful, even if you cannot avoid the project.
Become a Professional in Staffing
Treat staffing as a serious process requiring structure and dedication. You'll be surprised to know how many people approach this process amateurishly.
In my days, I treated it as a marketing pipeline and improved every step.
I tried to make my reach-out email look professional. They contained all the critical information needed for decision-making. I practiced my staffing calls.
Adopt a Hacking Mindset
The staffing situation is designed to be against you by default. Especially if you are a new hire, experienced hire, or have performance issues. It is designed to weed out the weakest links.
But many people have navigated through it successfully, and you can do that, too. You just need to find your hack. I remember thinking about how I could stand out from the crowd. What can I do differently to get staffed?
Get Your Reach-Out Email In Order
Consultants often send emails stating, “Hey, I am interested in your project. I am happy to connect and learn about it.”
These emails are not helpful for partners. Do you expect them to jump on a call with a newbie and sell the project to them? It is very unlikely to happen.
Instead, try to write a helpful email and provide your relevant experience. Also, provide the list of people who worked with you and can provide feedback on your previous work. Don’t make partners ask you for this information. Eliminate unnecessary friction. It's a simple hygiene thing, but it's worth fixing.
Try To Find A Direct Connection
Finding an offline connection to that person is better if you are staffing within one office.
An offline connection is always better than an online. Either through someone you already know who can vouch for you, and this is the best approach. Or just approach a partner in person, at an office event, or just show up in the office.
You will stand out because 95% of people don’t do it. People will admire your proactiveness.
Build Relationships With Staffing Managers
In the long run, building good relationships with staffing managers is helpful. They are at the epicenter of all staffing decisions. You never know when they will help you because they like you. A normal human connection, a little respect, and appreciation of their work. They typically don’t get it a lot from consultants.
Going through the consulting journey alone is extremely difficult. I would’ve never achieved high performance without great mentors helping me.
That is why I developed a coaching program for MBB consultants to help them transform and achieve high performance in 12 months.
If you are an MBB consultant sick of being stressed, anxious, and lost, I would like to speak with you.
Book a Free 1-1 Consultation to discuss whether I can help you through my coaching program. There is no commitment, and you can ask any burning questions.
Read this post to learn more about the Hero’s Journey coaching program.