First, success is not always guaranteed. This creates stress because each project is different in terms of its objectives and the way it gets the work done. (Jane, Chorus HR, 2014) To succeed or overcome what hinders success, one must learn from the past. Kolb's learning theory expands on this point. An HR consultant using Kolb's learning theory would first want to know the experience of another consultant. Then they would think about it and see how they compare or contrast to determine their success rate. The findings from the previous step would create additional experience and allow them to improve (Inkson, K., Dries, N. and Arnold, J, p.). From the interview conducted, it was found that the performance of the HR consultant after specified periods of time could get him promoted or fired. Therefore, Kolb's learning theory can be connected to the individual to use as a learning experience when they are fired or promoted. Job security is a disadvantage in this career. According to research and interviews, HR consultants receive a low salary at the start of their career; and it can sometimes be very difficult to get your customers to pay on time, if at all. HR consultants must be prepared to bear the risk of loss due to unreliable clients (Jane, Chorus HR, 2014). stress is very present among the HR consultant. Therefore, before applying, one can consider a self-assessment test, which is based on Holland's theory. The self-assessment test would be able to inform the type of person you are. Holland's theory complements the self-assessment test because this theory states that most people possess one of six personality traits: realistic, inquiring, artistic, social, enterprising, conventional. Realistic, investigative or social personality traits are some of the traits that an HR consultant should receive from the self-assessment, because HR consultants have the opportunity to talk to and turn to "decision makers".