The interim, temporary and contract market is a particularly exciting area of recruitment right now that is attracting more fantastic candidates and presenting firms with a real opportunity to benefit from today’s more flexible workplace.
To help firms make the most of the many benefits interim, temporary and contract placements can offer, we have produced a two-page guide for professional services firms to provide insights into this unique segment of recruitment.
You can download a PDF copy of the guide here or by clicking on the image on the left.
Why interim, temporary and contract?
For some time, more firms and job seekers have been using interim, temporary and contract placements to meet a broad spectrum of needs that are not always easily met by the traditional permanent world of employment. But in this business landscape, in which nothing has stood still for long, the benefits of such roles go a lot further.
Today’s global challenges and uncertainty mean firms must adopt an increasingly agile mindset to adapt quickly to market shocks and fluctuations. During the same period, business services functions in the professional services sector have evolved rapidly to meet the needs of large and complex businesses managing profound operational and strategic change. New business skills and capabilities are needed all the time; Totum often helps firms to scope out new roles and skillsets, sharing insights that can help determine what kind of placement could better meet business objectives.
This is where interim, temporary and contract roles offer huge business opportunity. They allow firms to source additional skills quickly as needed, tackle important technical or change management projects that extend beyond the remit or capacity of existing teams, and assign resource to exactly where it is needed to meet fast-shifting requirements.
Interim, temporary and contract roles can range from a few days to a year or more at a time, encompassing every kind of remit and all levels of responsibility from Assistant right up to leadership positions at Director and Chief level.
The benefits of interim, temporary or contract support
- Can fill a temporary skills shortage
- Allows firms to meet increased workload/seasonal changes
- Provides a stop gap while recruiting permanently
- Covers secondments and maternity leave
- Helps firms manage unexpected absence or long-term sick leave
- Enables firms to meet specific strategic needs or complete projects
- Delivers the flexible resource required during periods of high growth or restructuring
- Allows firms to bring in additional resource when unable to add to permanent headcount
Key considerations for interim, temporary and contract recruitment
The interim, temporary and contract market is all about recruiting the skills and capabilities you need quickly. That means securing the right talent requires a different mindset. Firms need to be open-minded and flexible on requirements – it’s about prioritising ‘must haves’ versus ‘nice to haves’.
Job description: Where possible, prepare a job description for an interim, temporary or contract role. It may be more simple, reflecting the short-term nature of the role, but a list of the key responsibilities can really help source the right candidate.
Different types of CVs: Career interims and contractors will typically have moved between different roles at a variety of firms. So don’t look for career ‘stability’ on their CV in the same way you would a prospective permanent employee. This is a market in which people bring new perspectives from a variety of experiences, often bringing with them the confidence that comes from working with lots of teams/firms. There are some real wins from securing this kind of talent.
Seniority level: When recruiting immediate staff, you should also take an agile approach to seniority levels. A more junior candidate might be perfectly suited to plug a resourcing gap in the short term; likewise, a more senior candidate could step in, perhaps completing the same job in a part-time rather than full-time capacity.
Prioritise technical skills: When hiring for a permanent role, ‘cultural fit’ is very important. This is not the case for short-term placements. Focus on the specific skills you will need to plug the gap, meet specific project goals or help manage increased workload.
Shorter process: Remember this is about securing talent quickly so multiple interviews won’t work – you will merely lose your favourite candidates to another firm that moves faster. Try to limit the process to just the one interview where possible, with the person who can sign-off the hire quickly.
Work with urgency: Don’t sit on CVs or delay scheduling the interview. And do not wait to compare candidates. Interim and temporary recruitment is fast paced, so candidates are snapped up.
Flexible thinking: Today’s workplace is all about flexibility. You may wish for a candidate who can be in the office most days but can you accommodate different requests if, for example, you find a good candidate who wants to work remotely?
Quick start: Once you make an offer, get the candidate started as soon as possible. If they’re immediately available and are without work, they may choose another role that starts sooner. Get moving!
Navigating shorter-term recruitment
Interim, temporary and contract placements all offer firms different benefits, so understanding what each type of role can offer is important. But there are many grey and overlapping areas between the various types of short-term placement, which is why we work closely with firms to tailor such recruitment to business needs. We are always happy to chat through the many options offered by short-term placements and can advise on the best approach based on your individual requirements.
Firms that master the possibilities of the interim, temporary and contract market tap into a source of talent that makes an immediate and tangible difference. Contact us to find out more about how we could help you access the skills you need to progress your team today.
For more information on interim, temporary and contract roles, contact: [email protected]