How to hire a human performance consultant

How to hire a human performance consultant, step by step

Here's a step-by-step human performance consultant hiring guide:

• Step 1: Identify your hiring needs
• Step 2: Create an ideal candidate profile
• Step 3: Make a budget
• Step 4: Write a human performance consultant job description
• Step 5: Post your job
• Step 6: Interview candidates
• Step 7: Send a job offer and onboard your new human performance consultant
• Step 8: Go through the hiring process checklist

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1. Identify your hiring needs

   Before you post your human performance consultant job, you should take the time to determine what type of worker your business needs. While certain jobs definitely require a full-time employee, it's sometimes better to find a human performance consultant for hire on a part-time basis or as a contractor.

   Determine employee vs contractor status

   Is the person you're thinking of hiring a US citizen or green card holder?

   Yes

   No

   A human performance consultant's background is also an important factor in determining whether they'll be a good fit for the position. For example, human performance consultants from different industries or fields will have radically different experiences and will bring different viewpoints to the role. You also need to consider the candidate's previous level of experience to make sure they'll be comfortable with the job's level of seniority.

   The following list breaks down different types of human performance consultants and their corresponding salaries.

   Type of Human Performance Consultant	Description	Hourly rate
   Human Performance Consultant	Human resources managers plan, direct, and coordinate the administrative functions of an organization. They oversee the recruiting, interviewing, and hiring of new staff; consult with top executives on strategic planning; and serve as a link between an organization’s management and its employees.	$29-50
   Staffing Manager	A staffing manager is responsible for overseeing the overall staffing operations of the company, identifying the staffing needs for each department by coordinating with hiring managers for their requirements and specific instructions for job postings. Staffing managers monitor the performance of the staff, delegating tasks, and ensuring that the recruitment operations adhere to the company's policies and structured guidelines... Show more	$17-34
   Recruitment Manager	The primary job of recruitment managers is to find and recruit job candidates to fill job vacancies. They typically work for companies or recruiting agencies... Show more	$27-64

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Human Capital
   • Data Analysis
   • Professional Development
   • Workforce Planning
   • Organizational Development
   • Federal Government
   • Employee Development
   • Process Improvement
   • Business Strategy
   • Human Performance
   • Training Courses
   • Organizational Structure
   • SharePoint
   • Business Process

   Check all skills

   Responsibilities:

   • Lead teams of SMEs and staff.
   • Provide documentation and configuration management support for internal initiatives while also managing internal team Sharepoint site.
   • Manage several SDLC phases for enterprise systems used by state government agencies to perform environmental and environmental management.
   • Coordinate the production of training materials with the instructional design team using ADDIE methodologies for distribution to facilitators.
   • Ensure approved monetary and time-off awards are processed by payroll for the appropriate pay period.
   • Analyze complex client requirements for payroll, benefits, time and human resource policy and procedures.

3. Make a budget

   Including a salary range in your human performance consultant job description is a great way to entice the best and brightest candidates. A human performance consultant salary can vary based on several factors:

   • Location. For example, human performance consultants' average salary in colorado is 35% less than in california.
   • Seniority. Entry-level human performance consultants earn 41% less than senior-level human performance consultants.
   • Certifications. A human performance consultant with a few certifications under their belt will likely demand a higher salary.
   • Company. Working for a prestigious company or an exciting start-up can make a huge difference in a human performance consultant's salary.

   Average human performance consultant salary

   $80,623yearly

   $38.76 hourly rate

   ---

   Entry-level human performance consultant salary

   $61,000 yearly salary

   Updated December 16, 2025

4. Writing a human performance consultant job description

   A job description for a human performance consultant role includes a summary of the job's main responsibilities, required skills, and preferred background experience. Including a salary range can also go a long way in attracting more candidates to apply, and showing the first name of the hiring manager can also make applicants more comfortable. As an example, here's a human performance consultant job description:

   Human performance consultant job description example

   Are you interested in working in a dynamic environment that offers opportunities for professional growth and new responsibilities? Are you interested in helping clients drive alignment with their business, improve organizational and human resource performance and establish a culture focused on adding business value? That is what the new generation of human resource transformation is all about. If you are seeking a role that offers you the opportunity to advise Government and Public Services (GPS) clients through critical and complex issues, while allowing you to develop personally and professionally, consider a career in Deloitte's Human Capital practice.
   Work you'll do
   
   As a Consultant within our Human Capital team you will:
   
   + Identify opportunities for efficiencies in work process and innovative approaches to completing scope of work
   
   + Participate in team problem solving efforts and offer ideas to solve client issues
   
   + Conduct relevant research, data analysis, and create reports
   
   + Maintain responsibility for completion and accuracy of work products
   
   + Assist in proposal development, as requested
   
   + Actively expand consulting skills and professional development through training courses, mentoring, and daily interaction with clients
   
   The team
   
   Deloitte's Government and Public Services (GPS) practice - our people, ideas, technology and outcomes-is designed for impact. Serving federal, state, & local government clients as well as public higher education institutions, our team of over 15,000+ professionals brings fresh perspective to help clients anticipate disruption, reimagine the possible, and fulfill their mission promise.
   
   Our Cross Consulting Group (CCG) is a cohort of client service practitioners who have the ability to work across Offerings within our Human Capital Portfolio. Our CCG practitioners bring a collaborative mindset, an appetite for continuous learning, and a desire to grow their skills in meaningful ways - all while delivering exceptional client service.
   
   Qualifications
   
   Required:
   
   + Active TS/SCI with Polygraph security clearance
   
   + Bachelor's degree in Organizational Leadership, Business Management, Organizational Development, Change Management, Psychology, I/O Psychology, or other relevant field
   
   + 3 years of human capital experience including at least 3 of the following: stakeholder analysis, liaising between technical and non-technical audiences, change management, research of workforce trends, HR transformation, business process improvement, I/O survey design and analysis, analytics, organization transformation or design, strategic communications, and/or project management support
   
   + Demonstrated experience providing advice and guidance to executives on communications strategies
   
   + Experienced in writing, designing, and implementing communications and materials for a variety of audience
   
   + Ability to travel up to 25% on average, based on the work you do and the clients and industries/sectors you serve
   
   Preferred:
   
   + Prior consulting experience with Big 4
   
   + Assist in the development of materials to promote strategic communications and ideas to internal and external stakeholders
   
   + Demonstrated experience reviewing and analyzing training materials and recommend changes based on type of instruction needed
   
   + Experience in developing reports using any major BI Package (MicroStrategy, Business Objects, Cognos, Oracle BIEE or similar
   
   + Statistical analysis experience (use of statistical software such as SPSS, SAS, Stata, MATLAB, R)
   
   How you'll grow
   
   At Deloitte, our professional development plan focuses on helping people at every level of their career to identify and use their strengths to do their best work every day. From entry-level employees to senior leaders, we believe there's always room to learn. We offer opportunities to help sharpen skills in addition to hands-on experience in the global, fast-changing business world. From on-the-job learning experiences to formal development programs, our professionals have a variety of opportunities to continue to grow throughout their career.
   
   #IND:GPS
   
   All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability or protected veteran status, or any other legally protected basis, in accordance with applicable law.

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5. Post your job

   To find human performance consultants for your business, try out a few different recruiting strategies:

   • Consider internal talent. One of the most important talent pools for any company is its current employees.
   • Ask for referrals. Reach out to friends, family members, and your current work to ask if they know any human performance consultants they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit entry-level human performance consultants with the right educational background.
   • Social media platforms. LinkedIn, Facebook, and Twitter have more than 3.5 billion users, and they're a great place for company branding and reaching potential job candidates.

   Post your job online:

   • Post your human performance consultant job on Zippia to find and attract quality human performance consultant candidates.
   • Use niche websites such as hrcrossing, ihirehr, hrjobs, shrm hr jobs.
   • Post a job on free websites.

6. Interview candidates

   To successfully recruit human performance consultants, your first interview needs to engage with candidates to learn about their interest in the role and experience in the field. You can go into more detail about the company, the role, and the responsibilities during follow-up interviews.

   It's also good to ask about candidates' unique skills and talents to see if they match your ideal candidate profile. If you think a candidate is good enough for the next step, you can move on to the technical interview.

   The right interview questions can help you assess a candidate's hard skills, behavioral intelligence, and soft skills.

7. Send a job offer and onboard your new human performance consultant

   Once you've found the human performance consultant candidate you'd like to hire, it's time to write an offer letter. This should include an explicit job offer that includes the salary and the details of any other perks. Qualified candidates might be looking at multiple positions, so your offer must be competitive if you like the candidate. Also, be prepared for a negotiation stage, as candidates may way want to tweak the details of your initial offer. Once you've settled on these details, you can draft a contract to formalize your agreement.

   It's also important to follow up with applicants who do not get the job with an email letting them know that the position is filled.

   To prepare for the new human performance consultant first day, you should share an onboarding schedule with them that covers their first period on the job. You should also quickly complete any necessary paperwork, such as employee action forms and onboarding documents like I-9, benefits enrollment, and federal and state tax forms. Finally, Human Resources must ensure a new employee file is created for internal record keeping.

8. Go through the hiring process checklist

   • Determine employee type (full-time, part-time, contractor, etc.)
   • Submit a job requisition form to the HR department
   • Define job responsibilities and requirements
   • Establish budget and timeline
   • Determine hiring decision makers for the role
   • Write job description
   • Post job on job boards, company website, etc.
   • Promote the job internally
   • Process applications through applicant tracking system
   • Review resumes and cover letters
   • Shortlist candidates for screening
   • Hold phone/virtual interview screening with first round of candidates
   • Conduct in-person interviews with top candidates from first round
   • Score candidates based on weighted criteria (e.g., experience, education, background, cultural fit, skill set, etc.)
   • Conduct background checks on top candidates
   • Check references of top candidates
   • Consult with HR and hiring decision makers on job offer specifics
   • Extend offer to top candidate(s)
   • Receive formal job offer acceptance and signed employment contract
   • Inform other candidates that the position has been filled
   • Set and communicate onboarding schedule to new hire(s)
   • Complete new hire paperwork (i9, benefits enrollment, tax forms, etc.)

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