Member Article

Interim hires solving corporate talent shortages, says recruiter

Business leaders are increasingly plugging skills gaps with interim or fixed term contract employees as a way of solving hiring challenges in the rapidly changing jobs market, say recruitment experts.

Employers are seeing benefits in being able to appoint someone quickly into a senior post without completing a full-blown search and assessment process, according to Lancashire executive and management recruiters Walmsley Wilkinson.

Equally, employees enjoy the flexibility and challenge offered by interim assignments which can be stimulating and lucrative financially, in a location which suits them and without disruption to their personal and family life.

Linda Walmsley, Director of Walmsley Wilkinson, said: “We’re seeing an increasing trend where appointing the right person quickly on an interim basis can work for both employer and employee.

“Employers like the idea of finding someone who can start relatively immediately, brings relevant knowledge, offers full commitment for the period of the contract and is experienced enough to get on efficiently with the immediate challenge.

“The candidate is often faster to reference and rarely pulls out of the process, as they know their reputation within the interim market is everything, it is vital they prove their value. The pace at which businesses can change and transition over a short period of time is evident in every sector we work in, and the right talented individuals are needed to deliver effective results and lead the transformation.

“Most permanently engaged business leaders are required to provide a minimum three to six month notice period and so much could be achieved with an interim executive in situ way before that availability.

“We were seeing the increasing need for senior executives and business specialists being parachuted in to deliver results on specific business projects and organisational strategies way before the pandemic and it has only accelerated since. Businesses need to be agile with the ability to change quickly and this model supports that flexibility.

“This is coupled with many C-suite level individuals also re-evaluating their career plans and wellbeing needs during Covid-19 and now seeking a more flexible situation in which they can put their skills and experience to great use on a consultancy or contract basis.”

Demand for temporary staff has risen by 17 per cent in the short term and 10 per cent in the medium term, with current labour shortages looking set to continue for some time, according to the latest data from Recruitment & Employment Confederation (REC).

Meanwhile, a survey conducted by Randstad Sourceright found that 77 per cent of the C-suite and HR leaders said their talent strategy is more focused on workforce agility than ever before, with 56 per cent also reporting plans to shift more work to flexible roles going forward.

This was posted in Bdaily's Members' News section by Paul Tustin .