Consulting Best Practices for Professionals for HR & Recruiting

Consulting Best Practices for HR & Recruiting Professionals

1. Remote Onboarding Process Audit & Optimization: A review of an existing onboarding program, identifying gaps and recommending improvements.

2. Custom Remote Onboarding Program Design: Creating a tailored 30-60-90 day onboarding plan complete with content, technology recommendations, and stakeholder training.

3. Onboarding Technology Selection & Implementation Support: Guiding clients through choosing and deploying HRIS or LMS platforms specifically for remote onboarding. Each service should have a clear scope, defined deliverables, and a measurable outcome. This transparency builds trust and helps manage client expectations. Consider offering services in different formats:

• Project-based work: Ideal for one-time needs with a clear start and end, like designing a new compensation structure or implementing a new ATS.
• Retainer agreements: For ongoing advisory services, fractional HR leadership, or continuous support on, for example, monthly recruitment strategy meetings. This provides recurring revenue and allows for deeper client relationships.
• Workshops & Training: Leveraging your expertise to deliver group sessions on topics like "Interviewing Best Practices for Remote Roles" or "Building a Culture of Feedback."
• Audit & Strategy Sessions: A shorter, intensive engagement to diagnose problems and provide a high-level strategic roadmap. Real-world Example: A consultant specializing in diversity and inclusion might offer a "DEI Maturity Assessment," followed by a "Strategic DEI Roadmap Development," and then ongoing "DEI Training & Coaching" for leadership. Each step is distinct but contributes to a larger objective. For more insights on building effective teams, explore our talent section. When structuring your offerings, consider the scalability of your services. Can you productize some of your knowledge into templates, toolkits, or online courses that can be sold multiple times? This can create passive income streams and broaden your reach beyond one-on-one consulting. It's also important to differentiate your services from competitors. What unique methodology do you use? What proprietary tools have you developed? What experience do you bring that others don't? Emphasize these unique selling propositions in your service descriptions. As a remote professional, you can even emphasize your ability to work with clients across different time zones, offering greater flexibility. Our article on managing remote teams across time zones offers useful context. Finally, think about pricing models. Will you charge an hourly rate, a fixed project fee, or a value-based fee (tied to the results you deliver)? Each has pros and cons, and the best choice often depends on the specific service and client relationship. For project-based work, a fixed fee is often preferred as it provides cost certainty. For ongoing advisory roles, retainers can be more suitable. Explore different remote job types to understand how different roles are compensated. ## Crafting Compelling Proposals and Contracts Once you've identified a potential client and they've expressed interest, your proposal is your opportunity to clearly articulate your value and secure the engagement. A well-crafted proposal goes beyond just listing services; it demonstrates your understanding of the client's needs, outlines your recommended solution, and justifies your proposed investment. Key Components of a Consulting Proposal: 1. Executive Summary: A concise overview of the client's challenge, your proposed solution, and the expected benefits. This should grab attention and summarize the entire document.

2. Understanding the Client's Challenge: Show, don't just tell, that you've listened. Reiterate their pain points and goals in their own language. This builds rapport and demonstrates empathy.

3. Proposed Solution & Methodology: Detail the specific services you will provide, the steps you'll take, and your approach. Break down complex projects into manageable phases with clear objectives.

4. Deliverables: List all tangible outputs the client will receive (e.g., "Custom Remote Onboarding Playbook," "Revised Compensation Structure PPT," "Recruitment Process Flowchart").

5. Timeline: Provide a realistic project timeline with key milestones.

6. Investment (Pricing): Clearly state your fees. Be transparent about what's included and what might be an additional cost. If offering different packages, present them clearly.

7. Expected Outcomes & Benefits: Focus on the results the client can anticipate. How will your involvement solve their problem, save them money, increase efficiency, or improve employee engagement? Quantify benefits where possible (e.g., "reduce time-to-hire by 20%").

8. Testimonials/Case Studies (Optional but Recommended): Bolster your credibility with evidence of past success.

9. Next Steps: Clearly outline how the client can move forward, including signing the proposal and payment terms. Practical Tip: Avoid jargon. Use clear, concise language. Tailor every proposal to the specific client; never send a generic template. For remote professionals, ensure your proposal addresses any specific needs related to virtual collaboration or remote delivery. Our guide on effective client communication for remote teams can provide drafting ideas. The Role of Contracts: A contract is non-negotiable. It protects both you and your client by clearly defining the terms of engagement. While a proposal outlines what you will do, a contract legally binds both parties to those terms. Essential Contract Elements for HR/Recruiting Consultants: * Parties Involved: Full legal names and addresses of you/your company and the client.

• Scope of Work (SOW): A detailed description of services derived directly from your proposal. Be specific to avoid scope creep.
• Deliverables: Explicit list of what you will provide.
• Timeline & Milestones: Agreed-upon start and end dates, along with key checkpoints.
• Payment Terms: Fees, payment schedule, invoicing procedures, and late payment penalties.
• Confidentiality Clause: Crucial in HR. Protect sensitive client data and intellectual property. Refer to our discussion on digital nomad privacy and security.
• Intellectual Property (IP): Who owns the work product? Generally, clients will own the deliverables, but ensure your rights to use general methodologies or aggregated, anonymized data are protected.
• Termination Clause: Conditions under which either party can terminate the agreement.
• Indemnification: Protection for you against legal claims arising from your work, assuming you acted professionally.
• Dispute Resolution: How disagreements will be handled (e.g., mediation, arbitration).
• Governing Law: Which jurisdiction's laws will apply to the contract.
• Limitation of Liability: Caps the amount of damages you could be liable for. Actionable Advice: Start with a good legal template and customize it. Never sign a contract you don't fully understand. If necessary, consult with an attorney to review your standard consulting agreement, especially if you plan to work with clients in different countries, where legal considerations for remote work can vary significantly. By meticulously crafting proposals and contracts, you lay a strong foundation for successful client relationships. ## Mastering Client Communication and Relationship Management Effective communication is the bedrock of successful consulting, especially when operating remotely. Without face-to-face interactions, clarity, proactive updates, and active listening become even more critical. Your ability to build trust and manage expectations through transparent and consistent communication will define your success. Key Communication Strategies: 1. Set Expectations Early and Often: From the first discovery call through project completion, clearly articulate what clients can expect regarding communication frequency, response times, and preferred channels. Will you have weekly stand-ups, bi-weekly review calls, or communicate primarily via email or a project management tool?

2. Choose the Right Tools: For remote consulting, a toolkit is essential. This includes: Video Conferencing: Zoom, Google Meet, Microsoft Teams for virtual meetings. Project Management Software: Asana, Trello, Monday.com, ClickUp to track tasks, deadlines, and progress. These tools are invaluable for keeping everyone aligned. Communication Platforms: Slack, Microsoft Teams for quick questions and informal discussions. Document Collaboration: Google Docs, Microsoft 365 for shared documents and real-time editing. * CRM (Customer Relationship Management): HubSpot, Salesforce, Zoho CRM to track interactions, client history, and potential leads. Effective use of these tools is covered in our remote work tools guide.

3. Active Listening: This is not just about hearing words; it's about understanding the underlying message, concerns, and objectives. Ask clarifying questions, paraphrase what you've heard, and ensure you're addressing the client's true needs, not just their stated ones.

4. Proactive Updates: Don't wait for clients to ask for updates. Regularly inform them of progress, potential roadblocks, and next steps. Even small updates build confidence. A weekly summary email can be highly effective.

5. Transparent Feedback Loop: Encourage clients to provide feedback at every stage. Be open to constructive criticism and adapt your approach if necessary. Similarly, provide honest and constructive feedback to the client, especially when tackling sensitive HR issues or recommending changes to ingrained practices.

6. Document Key Decisions: Following meetings, send a summary email outlining discussions, decisions made, action items, and who is responsible for each. This avoids misunderstandings and provides a record.

7. Manage Difficult Conversations: HR consulting often involves sensitive topics (e.g., layoffs, policy violations, performance issues). Approach these conversations with empathy, professionalism, and strict confidentiality. Prepare thoroughly and, if necessary, consult with legal counsel or other experts. Building Strong Client Relationships: Beyond communication, relationship management focuses on cultivating long-term partnerships. * Be a Trusted Advisor: Position yourself as more than just a service provider. Offer insights, share industry trends, and anticipate future needs. Demonstrate genuine interest in their business success.

• Deliver Beyond Expectations: While staying within scope, look for opportunities to add extra value where appropriate. This could be a helpful resource, an additional insight, or a connection to another expert.
• Celebrate Successes: Acknowledge and communicate the positive impact of your work. Link your efforts directly to their business outcomes.
• Follow Up Post-Project: Don't disappear after the final invoice. A check-in call or email a few weeks later demonstrates continued care and can open doors for future engagement or referrals.
• Seek Referrals and Testimonials: Satisfied clients are your best marketing tool. Politely ask for referrals or a testimonial you can use on your website or in proposals. Providing exceptional service to clients in specific locales like Denver can lead to strong word-of-mouth within local business circles, even if you work remotely. Ultimately, mastering client communication and relationships as an HR consultant in a remote setting requires discipline, empathy, and a commitment to transparency. These skills are crucial for thriving in the modern remote work, as discussed in various articles on our platform, including those about cultivating remote team collaboration. ## Pricing Strategies and Value Proposition One of the most challenging aspects of consulting is establishing your pricing. It's not just about covering your costs; it's about reflecting your value, market position, and ensuring your business is sustainable. For HR and recruiting consultants, understanding how to articulate your value proposition is vital to justify your rates. Common Pricing Models for Consultants: 1. Hourly Rate: Pros: Simple, tracks actual time spent, good for unpredictable or very granular tasks. Cons: Clients may perceive hourly rates as risky (uncontrolled costs), incentivizes inefficiency, difficult to scale. * When to use: Early in your career, for small engagements, or when scope is undefined.

2. Project-Based/Fixed Fee: Pros: Predictable cost for the client, incentivizes efficiency, allows you to charge for value rather than time. Cons: Requires precise scope definition; scope creep can erode profitability. * When to use: Most common and often preferred for well-defined deliverables like developing a new HR policy manual, implementing an ATS, or conducting a compensation study.

3. Retainer-Based: Pros: Provides predictable recurring revenue, allows for deeper, ongoing client relationships, client gets continuous access to your expertise. Cons: Requires consistent value delivery, client might feel they're not getting enough "hours" if unused. * When to use: Fractional HR roles, ongoing advisory, coaching, or continuous recruitment support.

4. Value-Based Pricing: Pros: Prices are tied directly to the measurable results, leads to higher fees for significant impact, aligns your incentives with the client's success. Cons: Difficult to quantify impact before the project, requires strong trust and clear metrics, not suitable for all projects. When to use: Projects with a clear, quantifiable ROI, such as reducing turnover, improving time-to-hire, or achieving specific compliance milestones that avoid penalties. Developing Your Value Proposition: Your value proposition is a clear statement that explains what benefits you provide, to whom, and how you differentiate yourself from alternatives. It answers the question: "Why should they hire you?" For HR and recruiting consultants, this often revolves around: Solving Specific Problems: "We help tech startups scale their engineering teams quickly and efficiently by streamlining their recruitment process, reducing time-to-hire by 30%."

• Delivering Measurable Outcomes: "Our talent retention strategies reduce employee turnover by improving engagement and development programs, leading to significant cost savings in recruitment and training."
• Unique Expertise/Methodology: "Leveraging our proprietary data analytics framework, we diagnose underlying DEI issues and develop customized, evidence-based inclusion strategies."
• Time/Cost Savings: "By outsourcing your HR compliance audits to us, you free up internal resources and mitigate legal risks, saving thousands in potential fines." Actionable Advice for Pricing: * Research Market Rates: Understand what similar consultants are charging for comparable services. Look at job boards for freelance HR roles or consulting projects on platforms like ours (refer to our jobs page).
• Calculate Your Costs: What's your desired annual income? How many billable hours do you want to work? Factor in expenses like software, insurance, professional development (professional development for remote workers), and non-billable time (marketing, admin).
• Quantify Your Impact: Whenever possible, translate your solutions into dollar figures or clear benefits for the client. If you help a company reduce turnover, what's the cost saving per employee? If you improve recruitment efficiency, what's the tangible value of faster hiring?
• Offer Tiers/Packages: Provide different levels of service (e.g., Basic, Standard, Premium) to appeal to varying budgets and needs. This can also allow clients to upgrade over time.
• Don't Undersell Yourself: Many new consultants make the mistake of charging too little. This not only undervalues your expertise but can also attract clients who are overly price-sensitive rather than value-driven.
• Be Confident: Present your fees with confidence. If you don't believe in your pricing, your client won't either.
• Adjust and Refine: Your pricing isn't set in stone. Continuously evaluate and adjust based on client feedback, project complexity, and your growing experience. By carefully considering your pricing strategy and articulately communicating your distinct value, you ensure both profitability for your consulting practice and significant ROI for your clients. ## Marketing Yourself as an HR & Recruiting Consultant Even with unparalleled expertise, your consulting business won't thrive without effective marketing. In the remote world, your online presence and networking efforts become even more critical. Your goal is to build visibility, establish credibility, and consistently attract your ideal clients. Building Your Online Presence: 1. Professional Website/Portfolio: This is your digital storefront. It should clearly articulate your niche, services, value proposition, and client testimonials. Include a blog where you share your expertise. This becomes your central hub, much like how our platform serves as a hub for remote talent.

2. LinkedIn Profile Optimization: LinkedIn is indispensable for B2B consulting. Professional Headline: Use keywords that describe your niche (e.g., "HR Strategy Consultant | Remote Onboarding Expert | Fractional Head of People for Tech Startups"). "About" Section: Tell your story, highlight your expertise, and explain how you help clients. Experience: Detail your past roles, emphasizing achievements relevant to your consulting services. Recommendations: Actively seek glowing recommendations from past clients and colleagues. * Content Sharing: Regularly share insightful articles, post original thoughts, and engage in relevant discussions within your niche.

3. Content Marketing: Demonstrate your expertise by creating valuable content. Blog Posts: Write in-depth articles on topics related to your niche (e.g., "5 Ways to Improve Candidate Experience in a Remote-First World," "The Future of Performance Reviews for Distributed Teams"). Consistent blogging also improves your SEO. Whitepapers/Ebooks: Offer downloadable resources in exchange for email addresses (lead generation). Webinars/Podcasts: Host or be a guest on industry webinars or podcasts to reach a wider audience. Newsletters: Build an email list and regularly send out tips, insights, and updates. Many of our blog articles serve as examples of valuable content creation. Networking and Business Development: 1. Strategic Networking: Online Professional Communities: Join Slack groups, LinkedIn groups, and forums where your target clients or referral partners congregate. Contribute genuinely, don't just self-promote. Virtual Industry Events: Attend online conferences, summits, and workshops specific to HR, recruiting, or your target industry. Actively participate in Q&A sessions. * One-on-One Outreach: Identify key decision-makers or potential referral partners and reach out with a personalized message. Focus on building relationships first.

2. Referral Partnerships: Connect with other consultants (e.g., finance, marketing, operations) who serve similar clients but offer non-competing services. You can refer clients to each other. Network with HR tech vendors, legal professionals specializing in employment law, or executive coaches.

3. Thought Leadership: Speaking Engagements: Seek opportunities to speak at virtual industry events or contribute to publications. Publish Articles: Submit articles to reputable HR or business publications online. * Offer Pro Bono Work Strategically: Consider offering a short, high-impact pro bono project to secure a recognizable client, a strong testimonial, or a case study. Sales Process for Consultants: 1. Discovery Call: This initial "getting to know you" call is about understanding the client's problem, not selling your services. Ask open-ended questions, listen more than you talk.

2. Qualify Leads: Not every inquiry is a good fit. Qualify based on budget, need, timeline, and alignment with your expertise. Don't be afraid to say no if it's not the right fit.

3. Tailored Proposal: Following a successful discovery call, create a customized proposal outlining the solution and investment.

4. Presentation & Follow-up: Present your proposal, answer questions, and follow up professionally until a decision is made.

5. Client Onboarding: Once signed, have a smooth process for onboarding new clients, setting up communication channels, and scheduling the kick-off meeting. Remember that marketing is an ongoing effort. Consistency and authenticity are key. Whether you're targeting a multinational corporation or a startup in Austin, your marketing efforts should reflect your expertise and commitment to solving their specific HR and recruiting challenges. For more general advice on building a brand, consider exploring resources on remote personal branding. ## Project Management & Delivery Excellence Delivering on your promises effectively and efficiently is paramount to client satisfaction and repeat business. This requires project management skills, even if you’re not a certified project manager. For remote HR and recruiting consultants, the challenges and tools for effective delivery take on particular importance. Key Principles of Consulting Project Management: 1. Define Scope Clearly (Again!): The contract provides the framework, but the project kick-off meeting is where you get granular. Reiterate objectives, deliverables, timelines, and roles. Document any assumptions or out-of-scope items. Scope creep is a consultant's worst enemy; proactively manage it.

2. Develop a Detailed Project Plan: Work Breakdown Structure (WBS): Break down the project into smaller, manageable tasks. Milestones: Identify key checkpoints and achievement points. Dependencies: Understand which tasks rely on others. Responsibilities: Assign clear ownership for each task, both for your team (if you have one) and the client’s team. Timeline: A realistic schedule with buffer time built-in. Resource Allocation: What tools, personnel, or client resources are needed?

3. Utilize Project Management Tools: For remote work, these are non-negotiable. Tools like Asana, Trello, Monday.com, ClickUp, or Jira (for more complex technical HR projects) help: Track progress daily/weekly. Facilitate task assignment and completion. Centralize documents and communications. Provide transparency to the client. Our remote work tools guide offers reviews of many such platforms.

4. Regular Communication & Reporting: Scheduled Check-ins: Maintain the communication rhythm established during initial discussions (e.g., weekly syncs). Progress Reports: Provide formal or informal updates on progress against the plan, highlighting achievements, risks, and upcoming activities. * Issue Tracking: Proactively identify and address any issues or roadblocks. Don't let problems fester.

5. Risk Management: Identify potential risks early (e.g., client stakeholder unavailability, data access issues, technology roadblocks). Develop mitigation strategies for each risk. * Communicate risks to the client and involve them in solutions.

6. Quality Assurance: Establish standards for your deliverables. Review all work before presenting it to the client. Ensure accuracy, completeness, and alignment with project objectives. Seek client feedback on drafts to incorporate their input early. Delivering Excellence in HR & Recruiting Consulting: Customization: While you might have templates or methodologies, every client is unique. Tailor your solutions to their specific culture, industry, and challenges. A recruitment process that works for a startup in Tallinn might not be suitable for a large enterprise in London.

• Data-Driven Insights: Back up your recommendations with data. Whether it's market compensation data, employee survey results, HR analytics, or industry benchmarks, data adds credibility and strengthens your value. Our article on data-driven decision-making for remote managers is relevant here.
• Change Management: HR interventions often require behavioral changes within organizations. Incorporate change management principles into your projects: Identify key stakeholders and potential resistance. Communicate the "why" behind changes. Provide training and support. Measure adoption and adjust as needed.
• Knowledge Transfer: Ensure that once a project is complete, the client has the knowledge and tools to sustain the changes themselves. This could involve training their internal teams, creating user guides, or recommending ongoing support.
• Post-Implementation Review: After project completion, conduct a review with the client to assess success against objectives, gather feedback, and identify lessons learned. This can also be an opportunity to discuss future needs. By meticulously managing your projects and focusing on delivery excellence, you reinforce your reputation as a reliable and effective HR and recruiting consultant, fostering long-term relationships and generating future opportunities. ## Ethical Considerations and Compliance The nature of HR and recruiting work means consultants often deal with highly sensitive data and critical decisions affecting people's livelihoods. Therefore, maintaining the highest ethical standards and ensuring strict compliance with legal frameworks are not just best practices - they are absolute necessities. Failing in these areas can lead to severe reputational damage, legal consequences, and financial penalties. Key Ethical Considerations: 1. Confidentiality: This is paramount. You will have access to employee records, financial data, performance reviews, strategic business plans, and personal information. * Actionable Advice: Sign Non-Disclosure Agreements (NDAs) with clients. Implement secure data storage and transmission protocols (e.g., encrypted cloud storage, secure email). Never discuss client information with third parties. Ensure your remote work setup complies with data privacy regulations, as detailed in our guide on digital nomad privacy and security.

2. Conflicts of Interest: Avoid situations where your personal interests or other client engagements could compromise your advice or actions with a current client. * Actionable Advice: Disclose any potential conflicts to the client immediately. If a conflict cannot be managed transparently, decline the engagement. For example, simultaneously recruiting for two direct competitors without explicit client consent could be a severe conflict.

3. Impartiality and Objectivity: Provide advice based on facts, best practices, and the client's best interests, not personal biases or undue influence. * Actionable Advice: Base recommendations on data and well-researched insights. Challenge client assumptions respectfully when necessary.

4. Professional Competence: Only take on work for which you are qualified and have the necessary expertise. * Actionable Advice: Continuously invest in your professional development for remote workers. Be honest about your limitations and recommend other experts if a task falls outside your scope.

5. Data Integrity and Use: Ensure that any data collected or analyzed is accurate, relevant, and used responsibly and ethically. Actionable Advice: Educate clients on data privacy best practices. Be transparent about how you will use data for analysis and reporting. Compliance with Laws and Regulations: The legal for HR and recruiting is complex and varies significantly by location and industry. As a consultant, you become an extension of your client's HR function, and they will hold you accountable for compliance. 1. Employment Law: Familiarize yourself with relevant labor laws wherever your client operates. This includes: Anti-discrimination laws: (e.g., Title VII in the US, Equality Act in the UK). Wage and hour laws: (e.g., FLSA in the US, working time regulations in the EU). Leave policies: FMLA, parental leave, sick leave. Termination procedures: At-will employment, notice periods, severance. Remote work specific regulations: Some countries or states have unique rules for remote work legal considerations, including digital nomad visas in places like Dubai or Madeira. * Actionable Advice: Keep up-to-date with changes in employment law. Subscribe to legal newsletters, attend industry webinars, and consider legal counsel as an invaluable resource or referral partner.

2. Data Privacy Regulations: GDPR (General Data Protection Regulation): If you work with clients or handle data from individuals in the EU, GDPR compliance is critical. This includes how you collect, process, store, and secure personal data. CCPA (California Consumer Privacy Act) / CPRA: Similar consumer privacy laws in the US. HIPAA (Health Insurance Portability and Accountability Act): If dealing with health-related information. Actionable Advice: Understand data mapping, consent requirements, data breach notification protocols, and data subject rights. Implement strong security measures and ensure your contracts include data processing agreements.

3. Industry-Specific Regulations: Some industries (e.g., finance, healthcare) have additional HR or compliance requirements. * Actionable Advice: Research and understand these specific regulations for each client's industry.

4. Professional Licenses and Certifications: While often not legally required for general HR consulting, certifications (e.g., SHRM-SCP, HRCI-SPHR) demonstrate commitment to professional standards.

5. Insurance: Professional Indemnity/Errors & Omissions (E&O) Insurance: Protects you against claims of negligence or errors in your professional services. This is not optional for consultants. General Liability Insurance: Covers bodily injury or property damage. Actionable Advice: Consult with an insurance broker specializing in independent contractors or consultants to ensure adequate coverage. By rigorously adhering to ethical principles and staying compliant with legal mandates, HR and recruiting consultants build unshakable trust with clients and secure their long-term viability in the marketplace. ## Continuous Learning and Professional Development In the rapidly evolving world of HR and recruiting, staying stagnant is a recipe for obsolescence. For consultants, continuous learning and professional development aren't just a nice-to-have; they are central to maintaining your expertise, delivering solutions, and commanding premium rates. The changes brought about by remote work, AI in HR, new labor laws, and different generations entering the workforce demand constant adaptation. Areas for Continuous Development: 1. HR & Recruiting Trends: Future of Work: Remote work strategies, hybrid models, asynchronous communication, distributed team culture (building culture in a distributed team). HR Technology: Artificial intelligence (AI) in recruiting (e.g., AI-powered ATS, resume screening), HRIS advancements, people analytics platforms. Talent Management: Skills-based hiring, internal mobility, personalized learning and development. Compensation & Benefits: Global compensation equity, flexible benefits, pay transparency. DEI (Diversity, Equity, and Inclusion): Current best practices, mitigating unconscious bias, creating inclusive environments. * Employee Experience: Designing engaging experiences from onboarding to offboarding.

2. Legal & Compliance Updates: Labor Laws: Stay informed about changes in employment laws in key jurisdictions where you or your clients operate. This includes new regulations around remote work, data privacy (like updates to GDPR), and worker classifications. Immigration Laws affecting remote work: Understanding digital nomad visas and their implications for global talent.

3. Consulting Skills: Project Management: Refine your ability to plan, execute, and monitor projects. Change Management: Learn methodologies to guide organizations through significant HR changes. * Data Analytics/Business Intelligence: Develop skills to interpret HR data, identify trends