For businesses of all sizes, across a variety of industries and economic sectors, getting access to the right talent can be an obstacle to growth. This is especially true if you need someone with management experience and a specific skillset to help oversee a project. A solution to this problem is to offer an interim position. Indeed, a press release from Citizens Advice shows the number of temporary agency workers in England and Wales has risen 29%. This is estimated to amount to over 1.4m temporary workers across the UK as of February 2023. In this article, we’ll look at why recruiting for an interim job role can produce better outcomes for businesses.
An interim position is one that sees an individual support a company for a set period of time. These workers typically possess specific expertise that enables them to add lasting value to the business. Interim positions should be seen as a flexible option to fulfil business objectives. This is because they can be used in a range of situations, both planned and unplanned. For instance, they can help facilitate new projects, manage certain parts of the business, put new policies in place, or provide cover during periods of extended staff sickness.
There are many types of interim positions, such as fixed-term contracts and rolling contracts. These shouldn’t be confused with other kinds of workers that can be hired for a specific project, such as:
Someone employed directly by a company on an interim contract is an employee for legal purposes. This is because the contract establishes a relationship between the employer and the individual that bestows rights and responsibilities on both parties. The contract should therefore contain all the information you would expect from an employment contract, such as:
A contract will also contain a detailed description of what is expected of the interim manager. This will likely include measurable goals, tasks, responsibilities, and the desired outcome within the timeframe specified. As is the case with temp and contract work, interim contracts should state that they are not to be seen as a promise of future employment beyond the agreed term.
There are many cases where it can be best for a business to hire someone in a management position on an interim basis. This may depend on the industry in which you operate. For instance, businesses in the renewable energy sector might need someone who’s familiar with a new piece of technology. This could also be the case in other technical industries, such as engineering and manufacturing. Regardless, there are a range of general benefits associated with recruiting for an interim position.
As we’ve discussed, interim positions are designed to appeal to candidates with a niche set of skills, knowledge, and experience. Many of these experts are not available for full-time roles, instead preferring the flexible working that comes with an interim position.
Interim staff can be utilised in many different ways, which makes this recruitment ideal for businesses that operate in very changeable environments. The best example are businesses that experience seasonal shifts in demand. Although businesses that engage in lots of research and development can make great use of interim experts to oversee projects.
It’s usually the case that interim positions are filled more quickly when compared to the equivalent permanent or part time position. This allows business leaders to react quickly and maintain productivity levels in the face of disruptive factors. Maternity and paternity cover are common reasons to explore interim recruitment.
The cost of hiring an interim employee is usually far less than employing someone full-time. The skills they bring to the business are therefore likely to pay for themselves. In addition, an interim manager is likely to provide long-term value to your business through a transfer of relevant knowledge.
By recruiting for an interim position, you are taking on substantially less risk than a permanent position. This is because interim contracts typically last for a relatively short period. If a candidate doesn’t turn out to be the right fit for the business, the interim contract can be ended early with minimal disruption.
External professionals are often effective at bringing a fresh perspective. They are able to see solutions clearer and ask questions that likely haven’t been tabled before. Similarly, enlisting the help of a business development consultant can be helpful as they will give a professional opinion on how to improve business operations.
Hiring for an interim position can require a different approach to the recruitment process than for permanent positions. This is because the individual must be able to quickly adapt to your business and gain a keen understanding of the job they are being hired for. These are the key characteristics we recommend prioritising when recruiting someone for an interim job:
Jigsaw Business Group can help you recruit interim staff that mesh seamlessly within your business model. We have an established, thorough process for bringing businesses and candidates together. Our specialist team adapts their interim recruitment approach based on aspects of your business, industry, and the project you want to execute. Contact us today to chat with a member of our team.
