Hiring a Business Consultant

Business consultants are great resources that can provide advice and guidance for your business ventures. It’s crucial to hire a consultant with specific experience who knows the industry forward and backwards. 

Use these tips as a guide when hiring a business consultant:

Do Your Research.  Before you start searching for a business consultant, be sure to determine your specific needs so you know exactly what to look for in a candidate. Ask friends, family members, and co-workers to suggest a business consultant. Check out consultants at bbb.org to read reviews or complaints.

Look at Credentials.  Ask consultants what type of business degree they have earned. Be sure to ask where they earned their degree and make sure it’s from an accredited institution. Although degrees are important, employment experience is even more crucial. Since you are hiring the consultant for business advice, you’ll want to hire someone that has first-hand experience running a business. Look for a consultant that has experience with your specific industry and dealing with your areas of concern.

Interview Candidates.  Once you have compiled a narrow list, meet with at least two candidates for an interview. Look for a consultant that shows organizational skills and professionalism. Ask if the consultant has prepared an outline that targets your specific business needs. If the consultant is associated with a business, ask if that may hinder their ability to cater to your needs in the future. Make sure the consultant clearly answers all of your questions and concerns. Think about if the consultant has relevant experience for the position but can also provide outside objectivity. Since it’s their job to help you, make sure the consultant is a good listener.

Request References.  A reputable business consultant will easily be able to provide testimonials from previous customers and a list of references you may contact. Ask the references about their relationship and experience with the consultant. Ask about the services the consultant provided and if the references were completely satisfied with the job that was done.

Review the Contract.  Be sure there is a written agreement with the business consultant. Make sure the agreement includes: the services the consultant will provide, when the services will be provided, and how much and when you will pay the consultant for their services.

What other tips can you offer?

Stoltenow Named NDSU Extension Assistant Director

Charlie Stoltenow has been appointed the North Dakota State University Extension Service's assistant director and program leader for agriculture and natural resources.

Stoltenow has served as the interim assistant director and program leader for the past 11 months. He assumes the assistant director position Aug. 1.

"Agriculture and our natural resources are vitally important to North Dakota, so we are extremely pleased to have Dr. Stoltenow provide leadership to our Extension efforts in these areas," says NDSU Extension Service Director Chris Boerboom. "Charlie is passionate about the work of Extension and recognizes the importance of the teamwork and partnerships in all that we do."

Stoltenow grew up on a farm near Great Bend. He earned a bachelor of science degree in animal science from NDSU in 1981 and a doctor of veterinary medicine degree from Iowa State University in 1985. He worked in private practice and for the federal government before joining NDSU in 1996.

He has been the NDSU Extension veterinarian for 17 years and is a professor in NDSU's Animal Sciences Department. He also served as director of the NDSU Veterinary Technology academic program for two years and is a leader of the Extension livestock team.

"Agriculture and natural resources have been and will continue to provide a solid foundation for an economically successful North Dakota," Stoltenow says. "The NDSU Extension Service has been part of that success for close to 100 years, and I am excited to be part of the next 100 years."

Business Owners Guide to Seasonal Hiring

Summer is here and with it brings a multitude of teens, college students and many others looking for employment. Better Business Bureau reminds employers that hiring seasonal workers – regardless of age, involves following many of the laws and regulations that apply to full-time employees.

If you’re hiring seasonal employees, keep in mind:

• State child labor laws differ so it’s important to become familiar with what is allowed – and not allowed in regard to ages, restrictions and allowable types of work for youths and teens 9 and older. Check your state’s website fir specifics.
• Interns – paid or unpaid – should not be treated as replacement employees (even if just for a few months). Have specific tasks or activities designated just for them that would not ordinarily be done by a paid employee. Internships need to be for a specific length of time with no guarantee of a paid position later on.
• Be specific about the job, what it entails and how it should be performed. Don’t differentiate between seasonal and year-round employees, everyone should adhere to company policies and rules and everyone should have their own copy of the company handbook.

Provide safety training at the beginning of employment to ensure seasonal employees understand workplace risks and hazards and what to do if they’re injured on the job.

Seasonal and part-time employees are subject to the same tax withholding rules that apply to other employees.

What other tips can you offer about managing seasonal hires?