Interim, Temporary & Contract
In an uncertain business world, the market for temporary, contract and interim roles continues to grow considerably.
Since 2018, our interim, temporary and contract recruitment at Totum has increased by more than 150%. We expect this trend to continue and accelerate in the months and years ahead.
For employers, it’s not just financial/payroll considerations that might drive a shift to more temporary, contract or interim work. Shorter term placements can be a vital way of quickly scaling requirements up and down, and clearing bottlenecks, as required.
Short-term assignments can be vital when long-term planning is difficult or impossible, allowing firms to allocate the right resource exactly where needed at the right time.
At Totum, we cover all kinds of shorter-term placements. There are no hard and fast rules in this area of recruitment: our goal is to understand and respond to our client’s specific requirements at that particular time in their business lifecycle. But withstanding the many grey areas, including overlaps between temporary, contract and interim, the following general considerations may be useful:
- Temporary recruitment: Temporary roles can cover any length of time from the odd day to several weeks or longer. They can be more junior roles – ranging from assistant to manager level, and paid on an hourly rate. But temporary can also cover ongoing or long-term temporary/contract solutions at all levels of seniority, due to uncertain or evolving needs in the business, or if the firm is unable to bring on additional headcount. Hiring on a temporary basis will provide more flexibility than a fixed-term contract (FTC) when the required timeframe is unknown.
- Contract and interim recruitment: Contract and interim roles can cover placements that require particular skillsets/expertise or are at senior executive level. These roles are typically paid on a daily rate. Contract roles can also include FTCs, whereby the employee would be directly employed by the business and paid monthly, etc. This model is often used when firms require support for a specified fixed duration and headcount is not an issue.
Some candidates will already be set up as limited companies as they have undertaken short-term placements as a longer-term career choice. Others will not want to go down this route. But whatever their circumstances, Totum is set up to support all candidates into the right placements, enabling both firms and individuals to make the most of the opportunities in this space.
Whatever your firm needs, whether you have permanent, temporary or contract/interim requirements, Totum is ready and able to help.
Click here to download the full PDF copy of our ‘Totum guide to recruiting short-term talent’.
Clients enjoy working with us
For candidates, the temporary, contract and interim market offers considerable opportunities.
You may be looking for a short-term placement until the right permanent opportunity arises. You may see such work as an ideal way to get stuck into critical projects, gain experience with different businesses or build particular skill-sets. You may also be attracted to the flexibility temporary/contract work can provide to maintain and develop your own business/projects.
Whatever your motivation, temporary, contract and interim work can be a great way to network and build new skills in a relatively short space of time.
Whether you’re a candidate who has long undertaken temporary, contract and interim roles as a long-term career choice, you’re looking for a stop-gap placement until your next permanent role, or want to gear up your skills quickly via a few key placements, Totum is set up to support all candidates into the right roles, enabling you to make the most of the job availability in this space.
Whatever you need from your next role, Totum is ready and able to help.