In the intricate tapestry of business management, Human Resources (HR) stands as a vital thread, weaving together the unique skills, talents, and aspirations of the workforce to foster a harmonious and productive environment. The role of HR consultants, particularly those of the 'Epic' variety, is to guide this synthesis of human capital with strategic advice, insight, and expertise.

Yet, how does one discern the wheat from the chaff? How does one determine the most adept partner in this significant endeavor? The solution lies in a well-articulated interrogation of prospective consultants, an exchange that should aim to illuminate the consultants' approach, their ethos, and their track record.

Firstly, it is imperative to delve into their approach to HR management. The field of HR, akin to the majority of business disciplines, has witnessed seismic shifts due to technological advancements and societal changes. Now more than ever, HR’s role transcends administrative tasks to incorporate strategic decision-making and direction. As such, it is pertinent to ask the consultant about their perspective on the role of HR in contemporary business contexts. Their responses should ideally acknowledge the symbiotic relationship between HR and business strategy, emphasizing the strategic alignment of HR practices with organizational objectives. Such an alignment is an exemplar of optimal HR management, which not only enhances employee performance and satisfaction but also drives business growth.

Moreover, questions concerning the modus operandi of the consultant are essential. The key here is to seek clarity on how their solutions align with your company's unique needs, culture, and future objectives. Their response should echo an understanding of the importance of bespoke HR consultancy - a one-size-fits-all approach is largely inapplicable to HR due to the idiosyncrasies of each organization's human capital.

Additionally, it may be insightful to probe into their experience with similar organizations or industries. This line of questioning serves to gauge the depth of their industry-specific knowledge and the success of their past interventions. It is worthwhile to remember that relevant experience often translates into expedited identification of challenges, efficient problem-solving, and effective implementation of strategies.

Investigating their stance on technology applications in HR management is also a valuable line of questioning. In an era defined by artificial intelligence, big data and machine learning, harnessing the potential of these technological tools is integral. A consultant well-versed in these technologies will be an asset, as they can guide the integration of these tools into HR processes for enhanced efficiency, accuracy, and insights.

Lastly, their perspective on employee development and engagement could provide a window into their ethos. High-performing organizations often have a strong focus on talent development and engagement, which drives productivity, innovation, and retention. A consultant that values these aspects will likely foster a culture that empowers your employees, thereby enhancing overall business performance.

In summation, selecting an Epic HR consultant is no trivial task. It demands a meticulous assessment of the consultant’s approach, methods, experience, and values. This assessment, achieved through a thoughtful and comprehensive dialogue, will ensure that the chosen consultant aligns well with your business, driving not just HR success but overall business success.

Remember, the strength of your organization lies in its people. Therefore, selecting the right HR consultant, the ones who understand this strength and know how to leverage it, can translate into a significant competitive advantage. So, don't just ask questions, ask the right questions. And, in doing so, choose the right partner for your HR journey.