Monday Morning PR Minute ⏱️

Your weekly dose of PR inspiration

| Read time: 1 minute |

Hi Reader,

Many organizations hire PR consultants the way they'd hire a vendor. They send an RFP to a long list, weed through proposals, and schedule multiple rounds of interviews. There's a scoring rubric and committee sign-off. It feels like due diligence with a documented process behind the decision.

The problem? The consultants you actually want - the ones with real experience and a track record worth trusting - may not respond. A lengthy, formal process signals the relationship may run the same way. That decisions will be slow, trust will be hard to build, and every recommendation will need layers of approval. So they pass and your internal team spends weeks on a process that may not surface the best fit.

I have a general rule not to participate in RFPs - the time commitment is substantial and organizations often want free work upfront. Direct conversations are the best way to start a working relationship, not a lengthy process where neither of us really gets to know each other. Most experienced consultants I know operate the same way.

This Week’s Quick PR Tip: Keep Your Hiring Process Simple

If leadership needs structure, there's a better way. Talk to two or three referred candidates, ask smart questions, check references, and move at a pace that respects everyone's time. You'll get better information, meet people who won't participate in a formal RFP - often exactly who you need - and can get the work started sooner. A win/win.

Until next week,
Rhiannon

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​Orapin // Purpose-Driven PR

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