How interim recruitment can help your organisation long-term

The number of permanent hires in the UK has been falling over the past few months, a trend that’s being attributed to the continued uncertainty around Brexit. This is according to a recent report which identifies engineering, construction and IT as some of the most affected industries.

It’s a pattern we’ve observed in Wales too, and it’s not just down to less jobs being available; candidates reluctant to give up the security of their current roles are less available too.

Recruiting interim is a common solution for many organisations urgently in need of support but who, for various reasons, are unable to recruit someone permanent. And it doesn’t have to be considered a ‘stop-gap’ solution either. 

Interim appointments can be part of a strategy to support a period of change or transformation, cover long-term illness or maternity cover, or plug a specialised skills gap. Even if a permanent appointment is your long-term plan, it may take you several months to find the right person. In these cases, a temporary recruit can still play a vital role.

Many professionals who take on interim roles have made a conscious decision to only work in temporary appointments; it’s the type of career that allows them to work for a number of organisations or industries, often at a senior level – one they find challenging, but very rewarding.

Interim staff are typically highly experienced in their field and are able to work autonomously, thus are not a drain on your time. They are used to being judged on results, so you can be confident they’ll deliver. They can look at your challenges objectively and bring the benefits of their experience to find effective solutions. What’s more, they can usually start within a week of being appointed!

Some interim candidates will have their end sights on permanent roles and losing them halfway through the average three to nine-month tenure is a risk. As interim recruiters, we are always upfront with clients in these circumstances and encourage candidates to be too.

Of course, if you’re looking to recruit a permanent employee eventually, the interim may be an excellent candidate to trial. Either way, the skills and knowledge interims bring to a role can have a lasting positive impact on your organisation.

However, being able to recruit a good interim candidate is harder than being convinced that interim is a good option for your organisation. The pool of interim candidates is around 1% of the permanent market and the best ones aren’t available for long. It can often be challenging for organisations to reach them in time.

We recently helped Techniquest, a leading science-discovery centre, appoint an interim Finance Director while they recruited for the permanent post. Linda Burbage, Business Services Director, explains:

“Once we’d met them, we knew we could trust Sitka Recruitment to secure the right person. They found us some really good candidates and the successful one was perfect for what we needed; he hit the ground running and was a real help to us.”

As experienced recruiters, we have and continue to build relationships with several interim candidates; as such we know a few of those who are available for an immediate start. We check their references, make sure they are compliant, and process all their payments. Essentially, we take the hard work out of interim recruitment so our clients can keep their focus on their business.

If you think an interim appointment has potential to help your organisation’s future, please get in touch and find out how we can support you.