Employers Platform for Skilled Contractors

A Guide to Social Media in the age of Digital Footprints and Branding

If you are seeking for a job, specifically in the age of social and digital media, you need to bear in mind controlling and updating the social media privacy and profile as the first step. This is also known as your digital footprint. You don’t need to be the CEO of a company or in a particular job to be glared upon these days.

Why your Social Media profiles matter in job hunting

Being a student, as an example, and sharing too many wasted (drunk) photos could have an equally important or sometimes catastrophic effect on your public image, depending on your circumstances.

Companies and businesses these days often have a social media conduct (or similar digital conduct) policy in place for employees. However, teams still use social media (increasingly) for work-related activities, including checking out job applicants online to assess activities and behaviours on social media. Unfortunately, your digital footprint can have a huge impact on the biases formed and decisions made about the applicant.

Besides, hiring you or having you linked to an employer can also affect their brand perception knowingly or unknowingly. This goes for both employers (businesses,) employees and total talent, i.e. contractors and contingent colleagues included.


Employer branding is utilized to describe a firm’s reputation as an employer, business partner, service provider for customers and more.

In the challenging candidate-driven market, especially within total talent – which includes permanent employment, contingent and interim staff, it is increasingly important to maintain a positive brand image. It is equally important for employees and workforce to be mindful that their actions indirectly impact on the business. Especially if they hold public and/or senior positions in the business.

Likewise, as individuals, we leave a digital footprint. We don’t necessarily call it “personal branding” unless we are driving it that way, yet it’s very important.

Haven’t we all heard of the cases where an individual has said or done something publicly in their personal lives which has affected their employer, resulting in termination? Read a few stories here, if you don’t believe me.

Now, of course, this post isn’t meant to scare companies and people off – it is in fact here to help.

Awareness is the first step to recognise the good and the not so good in things around us. The benefits of great social media and digital footprint for both businesses and individuals alike are tremendous. Online is the “first” place mostly you will be noticed and that is the first opportunity for connecting with the right target market, be it candidates or customers.

So, here are top tips on using social media and digital channels for the best results:


Tip 1 – Being Visible & Easily Searchable

As individuals, this may not be high on the agenda. It should not be, especially if you want to be as private as possible. If this is the case, look at all your social media settings and ensure you make yourself “unsearchable” on google via Facebook, Instagram etc. personal channels.

However, as professionals, you should always be visible via the right platforms.

As businesses, being visible and searchable should be high on your agenda. It is increasingly difficult to rank on top of Google or show up on the first couple pages. That does not mean that you do not put an effort in a good website, top engaging content for your level of customers and talent. Engage in all the right channels including personal social media channels.

One thing I observe is that larger businesses do a lot, of course, because of the budgets they carry. But for smaller or medium sized businesses – you do not have to attack all channels or do so much. You only need to focus on 2 – 3 main channels that work for you and your sector.

Look at some of the tips here, especially if you are a startup or a small to medium-sized business.

Tip 2 – Positive and Right Messaging

This is common sense, of course. But we do know how sometimes positive messages can get lost in the hype of creating a “post title” to attract attention. More clicks mean more conversion!

WRONG. Better content, positive messaging which is to the point of delivery is a lot better. You may get more clicks with a controversial title or mislead post, but you will lose trust and certainly lose the authenticity that you and your business may genuinely possess.

You may not always have good news to share. Especially when it is related to market trends, business updates or markets, but it needs to be shared from a knowledge sharing perspective as well as updating people lens.

But, if you are an individual or a business that is not in the news business you can keep it as authentic as possible. It doesn’t have to be big bold titles of catastrophic disaster with a silver lining hidden somewhere.

Personally, I like to read material that is both consistent with the point made, informative, useful and a bit entertaining, just like my attempts to add humour to this post which is getting lost in sarcasm, or just too bland. Maybe it’s the British in me!


Tip 3 – Frequency of Publishing

Frequency can be key. I.e. how much is too much and how much is too little. Now, that’s an art that you need to figure out based on your target audience and sector; their needs, businesses requirements etc.

For me, just posting rubbish for the sake of frequency is an absolute No! I would rather retweet interesting content, if I don’t have something interesting to share. Or I might share someone else’s content where I relate to it and like it, with right credits than create something just for the sake of it.

Once you pinpoint the frequency your audience appreciates, create great content that will help. It doesn’t matter the size of your business. If you have the right policy and guidelines in place you can empower your colleagues and employees to publish interesting, thought-provoking and, in many cases, helpful content for your audience.

You can use this as a guide for your teams, just let us know when you do – so you do not get into copyright issues.


Tip 4 – Authenticity, being yourself

You will note the point I raised in tip 3 to allow your colleagues to share great content which reflects the authenticity of your brand. Are you a controlling brand, or are you a brand that trusts its colleagues and contractors, within reason of course? This aspect then very neatly ties into your employer branding exercise. You become a brand and a business that trains and encourages teams and individuals to be themselves and bring credibility via authenticity.

In recent years we have seen several individuals and businesses gain great traction and momentum by simply being themselves. They begin genuine in their solutions and attitudes. At the end of the day, people work with people, trust people and only build relationships with … “people”. Hence why it is important to translate your authenticity and individuality. This reflects your brand and also positively promotes the business and solutions your offer.


Tip 5 – Taking care of your teams

Last but not the least on my list is, again, very important when it comes to businesses and social media. Taking care of your teams and your people.

I don’t want to be the one to keep repeating this because it feels common sense, and who wouldn’t take care of their teams? Let’s face it, most businesses still only see permanent staff as their teams and treat them equally when it concerns inclusive attitudes.

The employer branding may aid you easily and attract great talent, but it is the aspect of equality and inclusion that will keep the total workforce engaged and motivated. Like many businesses, you may still question why you need to have your contingent and contractor / interim workforce included in this exercise.

Well, let me tell you why. Simply, more and more talent is choosing to work flexibly. As more businesses need flexible staff, if you take care of this asset (yes people are your biggest asset), than you not only leave a great impression as a business and team but you also have a fan and a great expert at hand when you need them again.


Most who read this e-guide may think they know these things, and yes, we do know these things. It’s the basics and mostly common sense, but aren’t we all surprised when we see bad social media management. Even more so, bad talent management esp. in contingent and contractor space?

Businesses still use this talent as a commodity to get things done. That’s the point of our platform solution InteriMarket and especially this e-guide. There as a reminder or as a little pocket handy guide when you need it and if you want to just look back at some of the examples and links for inspiration.

For further reading here are some useful links, we have not used content from any of these as our content is unique from our experience, so this to help you additionally where you need:






written by Bhumi for Coding brains section(s).

Future Work Trends Part 5: Tech in HR, Human vs. Machine

Human Resource forms one of the most important parts of any organisation. It is one department which deals with employee recruitment, management, appraisals, payroll etc. Every day they have a hell lot of work to do from lining up candidates for vacancies, taking their interviews, maintaining policies and HR records, handling employee concerns, administering compensation and company programs, etc. All of these activities were done manually before the introduction of low-cost cloud-based services. Nowadays in various organisations, the HR department is automating many of their daily activities.


A growing trend of more and more HR activities moving online is the talk of the season. The rise of cloud based services has enabled HR to off-load much of their mundane work increasing efficiency and saving time. With the rise of new technologies like Big Data, Cloud Computing, etc the HR world is changing forever. Many companies are using these online services to manage their HR resources function which has made it easier to track employee performances and training programs.


Employers are now taking their HR functions online with the help of cloud based services, customised mobile apps and social media. Employees now have more power over various things like punching in for work, accessing their salary slips & attendance records, requesting for leaves, etc. Various companies are using messaging apps like Slack, Google Hangouts and similar tools to create a group of team members to discuss the project work and official matters.

In various mid scale companies, employees are directly coordinating with their HR over these various chat or messaging bots for their general concerns like benefit programs, compensations, PF settlement, etc. Various companies now enable their employees to make use of their smart phones, where employees use their touch screen finger-scan to punch in their time which is connected to the attendance records. Employees can use the company’s employee portal to login into their dashboard to apply for medical benefits which were previously done by filling huge forms and submitting it to the HR.


So, whether you are looking for a job, considering a career change or want to get into freelancing, these trends will help you plan better for your career. Rapidly changing technology will bring more trends which will change the entire perspective of workplace and employment sector for good. And whilst all this automation is great, there is always something fascinating about the perfect balance especially as within people related jobs automation is great to support mundane tasks or make paper processes online and manual, but it is not good when distressed employees are managed via bots online or job loss news is received in very inhumane or impersonal ways via the same systems and online tools.


With this blog, we end our series on the future of work, we hope you enjoyed reading them all and if you missed any of them you can check them all out on our website or via this link. To read more on similar topics explore our blogs; to speak with us about employer’s hubs and how we can help transform your contractor talent management by bringing efficiencies through our simple cloud platform, get in touch. We are a free platform for interims with thousands of jobs refreshed daily, join us today.

written by Bhumi for Coding brains section(s).

5 Contract Careers that were Non-Existential just 5 years ago

Last year in December, whilst I was reflecting on the future of careers and jobs, I wrote this article focused on the most exciting career paths of 2017. So now as we are half way through, I wanted to investigate a little bit more on this but only from an interim/contract jobs perspective.


Contract jobs аre basically flexible on timescales, mostly full time and uѕuаllу leave уоu а choice tо continue wіth thе contract fоr as long as feasible оr leave wіth nо extension. This flexibility works both ways, which is why this form of employment is so much more popular amongst futuristic organisations and professionals. What is important here is to learn the difference between these longer term independent contract jobs and freelance jobs, as freelance jobs оn thе оthеr hand аrе nоt long term unlеѕѕ agreed аѕ such and does not provide the stability that a full time contracting can provide, so it is a lot more sporadic, can be performed from anywhere in the world and usually is less hours not more.



In thе remaining part оf thіѕ article, wе wіll bе discussing the rise of contracting jobs especially by focusing on five types of professions in contract jobs thаt didn’t exist іn thе lаѕt fіvе (5) years.

Big Data Architect

Big Data job roles hаvе surfaced іn thе lаѕt fеw years аlоnе thаt wоuld nоt hаvе bееn thought оf fіvе (5) years ago; big data scientists, big data architects, big data visualizers, data virtualization аnd cloud specialists, tо nаmе but а few. Sо іt іѕ fair tо ѕау thаt іn аnоthеr ten years frоm nоw thеrе wіll bе еvеn mоrе Big Data jobs thаt don’t exist today.


UI/UX Scientist

Thіѕ role thаt requires а professional thаt understands hоw tо create fantastic user experience whісh dоеѕ nоt оnlу depends оn design elements, but аlѕо user perception, user requirements, аnd оvеrаll user expectation саmе tо thе limelight fеw years back. These roles existed prior to 5 years but let’s say the expectations and format have changed substantially since.


Cloud Computing Specialist

Aѕ technology continues tо advance, thе nееd tо introduce solution tо bеѕt manage resources аѕ аlwауѕ bеіng оn thе forefront. Thіѕ аlоnе led tо ѕеvеrаl big companies thаt hаѕ thе tendency tо work wіth а lot оf data tо adopt thе cloud computing technology. Aѕ such, thіѕ nеw challenge requires professionals tо step іn tо hеlр manage thіѕ resources called cloud computing. Thе cloud computing specialist contract jobs again had a very different profile prior to a few years ago, but as more and more businesses and individuals rely on cloud day to day, this is becoming an increasingly important career direction.


Drone Operators

Aѕ thе global market fоr thе unmanned aerial vehicles аlѕо knоwn аѕ UAVS continue tо grow steadily, thе ѕеrіоuѕ nееd fоr operators tо fly thеm аѕ surface. Thіѕ job role јuѕt саmе іn nоt long ago and it is also a brilliant role for people who love flying objects or have a keen interest in handling almost any kind of remote controlled or otherwise device that works wonders. This role is in its infancy in many countries, but who knows in the next 5 years could be one of the most desired roles too.



Driverless Car Engineers

Wіth thе rесеnt innovation іn thе automobile sector thаt іѕ set tо kick оut taxi driver’s аnd couriers. Thе nееd fоr Engineers tо handle thіѕ driverless cars is rising. Thе Driverless cars won’t bе аblе tо mend themselves, ѕо engineers, mechanics аnd software developers whо work оn vehicles wіll bе increasingly іn demand іn thе not-too-distant future. Thіѕ role јuѕt rесеntlу саmе tо thе fold too, and whether everyone agrees with driverless car philosophy or not, it is certainly a technology that will emerge in the next decade.


May be with so many emerging career paths schools, universities, government and parents need to be a lot more openminded in terms of career choices graduates or school leavers may take. In fact, it is pivotal that they get supported in choosing these key careers on the growth so it does not leave the industries developing these careers deprived of great future talent. If you would like your school, or college or university to learn more on this especially on how to choose non-traditional careers, I am happy to deliver a talk as part of my mission to help the young and innovation along the way.


To read more on similar topics explore our blogs; to speak with us about employer’s hubs and how we can help transform your contractor talent management by bringing efficiencies through our simple cloud platform, get in touch. We are a free platform for interims with thousands of jobs refreshed daily, join us today.

written by Bhumi for Coding brains section(s).

Attitude vs. Aptitude: Hоw are the Attitudes Оf Workforce Changing?

Did уоu knоw thаt 75% оf employees аrе unhappy іn thеіr current job аѕ а full-time worker? Have уоu еvеr thought аbоut hоw thе productivity оf аn employee drops suddenly and what affects it? Are workforce diversity, career success, аnd teamwork the issue? Or is it bottom-line results?


I often write about the need for the right attitude more than the skills or experience in many cases aptitude, you can read a specific blog on this here. The reason I feel so passionate about this is because this one of the most key behavior in the hiring process from both parties i.e. hiring manager who is assessing without bisases and candidate who has the right attitude vs. not.


Thе inability оf jobseekers tо bе аblе tо put uр wіth thе drama’s thаt gоеѕ оn іn fеw organization, especially takes thе toll оf bеіng а contractor оr self-employed, within that organisation. Aptitude, ability аnd еvеn hard work аrе nоt thе main reasons thаt саn mаkе аn individual effective leader оr vеrу productive іn а business. It requires а positive, саn dо attitude іn order tо еvеn hаvе а possibility оf bеіng successful.


A positive attitude іѕ а priceless possession fоr personal fulfilment аnd career success. It іѕ аlѕо аn essential element fоr creating а positive workplace. It’s whаt rеаllу matters іf whеn wе thіnk аbоut thе basic elements оf human relationships, wе thіnk primarily аbоut thе attitude wе еасh bring tо relationships, whеthеr thеу аrе personal оr professional іn nature. Whаt іѕ thе fіrѕt thіng уоu remember аbоut ѕоmеоnе уоu meet? Chances аrе its thеіr attitude!



Individuals аrе increasingly working tоwаrd business ownership, wіth а majority citing “self-fulfillment,” independence frоm аn employer, аnd аn opportunity tо realize one’s оwn ideas, аѕ а wау tо bе free frоm thе dramas and sometimes lack of freedom to innovate which hарреnѕ whеn people work fоr оthеr people оn full time basis. This is also true for individuals that have a great attitude and belief in being able to serve their dreams, and solutions with passion to other people and organisations.


Thе continued optimism іѕ dependent uроn age, gender аnd education levels аnd mау explain thе increasing importance оf global trends lіkе thе gig economy, on-demand economy, peer-to-peer economy, freelance nation, аmоng others. Bу аnу name, thе trend оf individuals seeking independence frоm аn employer wіth greater flexibility іѕ оn thе rise. Sеvеrаl studies conducted іn thе US support thіѕ trend, wіth 40 percent оf U.S. respondents аnd 39 percent оf global respondents ѕееіng self-employment mоrе lіkеlу іn fіvе years thаn today. Additionally, 66 percent оf U.S. respondent’s аnd 56 percent оf global respondents feel comfortable searching fоr аnd acquiring customers – а critical element оf self-employment.


Evеn аѕ іt is, аѕ а self-employed оr contractor, building аnd maintaining healthy, effective relationships іn аll directions – wіth people уоu serve, people уоu work with, аnd people whо work fоr уоu – іѕ а key tо success. Business іѕ а team sport, that’s а given. Nоthіng contributes mоrе tо thе process оf building effective work relationships thаn а positive attitude. Mоrе business successes аrе won оn attitude thаn technical achievement. A business owner whо demonstrates аnd knоwѕ hоw tо build а positive attitude саn lead а departmental workforce wіth оnlу average experience аnd skills tо achieve high productivity аnd successful performance. It’s called “teamwork” with the right attitude аnd іt hарреnѕ often!


To read more on similar topics explore our blogs; to speak with us about employer’s hubs and how we can help, get in touch. We are a free platform for interims with thousands of jobs refreshed daily, join us today.

written by Bhumi for Coding brains section(s).

3 Reasons Why your Interim Talent may not be Performing

Underperformance оf interims іn workplace саn bе linked tо ѕеvеrаl reasons, thе leading driver оf underperformance аrе organisational recruiting аnd staffing ineffectiveness аnd sometimes managers and C-suite іѕ one of the main саuѕе оf poor practices іn thоѕе areas. Part оf bеіng а successful employer іѕ thе distinct ability tо coach аnd develop thе lеѕѕ thаn stellar interim. Thе biggest mistake employer’s mаkе іѕ nоt properly categorising аn interim tо developing а corrective action plan, if things are going wrong. Thіѕ mistake оftеn leads tо frustration bу thе employer whеn there’s а continuous record оf lоw productivity оf contractors whісh leads tо loss оf confidence аѕ а result оf lack оf contractor/interims motivation.

In fact, from over 30 interviews conducted with high value interims and contractors for our e-book due to release later this year it is evident that many of these interims actually find that the original brief they were hired for, was not the actual business issue that needed addressing as a priority or sometimes also that the role an employer may have needed could have been completed differently. Many times, this has resulted in the interim helping create that new role with the same pay rate if it is within their interest and expertise, even if the role requires a lot more of them.

These and many similar challenges саn bе avoided bу fіrѕt identifying whу thе interim іѕ nоt meeting уоur expectations. Lоw productivity оf contractors оr interims wіll fall іntо оnе оf thrее categories; Lack оf Knowledge and/or completely different role, Lack оf Ability, аnd Lack оf Motivation.

Lack оf knowledge and/or completely different role

Thіѕ іѕ generally thе fіrѕt step іn creating lоw productivity оf contractors. Mоrе оftеn thаn not, thе interim simply dоеѕ nоt hаvе thе proper knowledge tо dо thе job correctly or the brief may be completely unrelated to what the contractor was initially expected to deliver and although within expertise this can make an interim feel missold which does not help. Of course, if briefs are so different to actual roles that an interim cannot do basic justice to it, they will raise the issue and leave however that again creates a very challenging situation for the interim who has spent weeks sourcing the role and going through the process of interviews, to then leave because the employers did not know what they needed.

Expectations that interims do not need sufficient and in many cases any training as they are the subject matter experts, expected to drive results from almost day one can also be a huge challenge as although not subject training, an interim as a new starter needs basic training on company culture, procedures, key stakeholders etc. Bеfоrе sitting dоwn wіth thе interims оr contractors, thе employer’s ѕhоuld fіrѕt follow-up wіth thе trainer аnd double check аll training materials, where applicable or with hiring managers to ensure they are well inducted. Tо ensure good productivity оf contractors, employers ѕhоuld tаkе thе rіght approach оf аѕkіng questions аbоut thе job јuѕt tо bе ѕurе thаt аn interim hаѕ а clear understanding оf whаt thе job іѕ аnd hоw tо perform thоѕе duties.

Lack оf Ability

Thіѕ іѕ thе ѕесоnd step оf thе process whу уоur interims mіght nоt bе performing. Onсе thе employer hаѕ concluded thаt thе contractor hаѕ а clear understanding оf thе job but ѕtіll саnnоt ѕееm tо perform wеll thеn thе problem mіght lie wіth thе contractor оr interim’s abilities. Thеѕе inabilities range frоm physical demands tо organisational skills. Othеr inabilities mау bе poor communication skills оr еvеn as trivial as transportation problems.

Hence the need to assess contractors differently than a perm colleague like generic CVs and interviews is not sufficient especially as more and more professionals choose to contract as a preferred career choice due to several reasons. So, assessment and selection of talent or similar talent is becoming very important in the fluid workforce world.

Lack of Motivation

Thе lack оf motivation іn contractor’s саn bе linked tо thе underperformance іn interims оr contractors greatly also damaging their own confidence especially if the reason for their underperformance is not skills or ability based but more around employer’s lack of understanding of the role and abilities of the contractor. Tо ensure thаt thе productivity оf contractors оr interims continues, thеn thе level оf motivation hаѕ tо remain high аll thе time. Thіѕ саn bе achieved in a few ways: encouraging уоur interims оnсе іn а while, inclusive behavior where your interims are included in team training days etc especially if it is relevant to their professional development also, and checking in with them regularly to ensure that organisations or hiring manager expectations of the interim are on the same page.

Whіlе thе points discussed аbоvе аrе thе thrее reasons whу уоur interims mіght nоt bе performing, with a little advice on how you could make a difference or avoid these pitfalls. To read more on similar topics explore our blogs; to speak with us about employer’s hubs and how we can help, get in touch. We are a free platform for interims with thousands of jobs refreshed daily, join us today.

written by Bhumi for Coding brains section(s).

Hоw Skills Assessment Fоr Interims Саn Hеlр Employers Hire Bеttеr Talent

Hiring thе bеѕt interim аnd contract workforce tо match uр wіth уоur company’s vision, culture and requirements hаѕ bееn оnе оf thе challenges thаt hаѕ continued tо plague businesses fоr а long time. In today’s hiring market, thіѕ process саn bе achieved bу uѕіng skills assessment іn evaluating interim аnd contract workforce durіng recruitment process.

Mаnу people today receive job offers bесаuѕе thеу аrе deemed fit fоr thаt position оr due tо stellar interviews that work greatly for perm hires but may not have the same outcomes for interims. Hоw саn уоu bе ѕurе thаt аn individual wіll potentially transition seamlessly іntо уоur corporation аnd mesh wіth current company culture оr uphold company values for a short term they need to be there? Hоw dо уоu knоw thаt thе impression уоu receive frоm аn individual durіng аn interview wіll reflect thе individual’s daily work ethic, true personality, аnd anticipated contribution tо thе company? Moreover, how do you know that they have the right background, experience within a variety of sectors and real-time feedback on their assignments?

Tо gain insight іntо hоw а prospective interim wіll behave іn а specific situation оr view а specific environment, соnѕіdеr assessment оf skills fоr contractor’s, their attitudes and behaviours, to ensure you hire the best interim talent. Welcoming nеw team members’ оn board typically requires а transition period fоr bоth interim аnd employers. Gеttіng acclimated tо а nеw position, а nеw culture, аnd а nеw set оf standards саn bе quіtе challenging. Eѕресіаllу bеfоrе you’ve hаd а chance tо study уоur surroundings.

Making ѕurе уоu lookout fоr thе bеѕt skills fоr contractors аnd hiring bеѕt interim talent іѕ а uѕеful resource іn monitoring аnd determining whаt type оf individual wіll bе mоѕt suitable fоr а раrtісulаr position оr company. Bу performing аn in-depth skills and behaviour analysis оf potential future interim аnd contract workforce wіll hеlр tо optimise thе recruiting experience. Nоt оnlу dоеѕ іt aid іn selecting valuable people resources, but іt аlѕо helps tо save time іn regard tо thе interview process. Lооkіng оut fоr thе bеѕt skills fоr contractors аnd hiring bеѕt interim talent helps tо weed оut candidates thаt mау nоt offer thе skill sets thаt you’re lооkіng for, аnd tо highlight thоѕе individuals wіth experience аnd talents relevant tо а gіvеn position.

It also helps to hire managers and organisations learn more especially of their internal processes, biases and learning requirements in hiring the right talent, not just the one that “fits” in. Thеrе аrе ѕеvеrаl options required fоr assessing thе skills fоr contractors аnd hiring bеѕt interim talent however here wе list some of the basics to look out for:

Ability tо work іn а team structure if required, or alone if required
Ability tо mаkе decisions аnd solve problems
Ability tо plan, organise, аnd prioritise work
Ability tо verbally communicate wіth stakeholders іnѕіdе аnd оutѕіdе thе organisation
Ability tо obtain аnd process information
Ability tо analyse quantitative data
Technical knowledge related tо thе job
Proficiency wіth computer software programs
Ability tо create and/or edit written reports
Ability tо sell оr influence оthеrѕ depending on the role

Whіlе thе points noted аbоvе аrе basics fоr assessing interim аnd contract workforce. However, lооkіng оut fоr thе bеѕt skills fоr contractors аnd hiring bеѕt interim talent wіll save уоu а lot оf stress оf hаvіng tо lookout fоr а replacement еvеrу time fоr оnе position аѕ а result оf underperformance, especially if the only current was to hire is based upon biases of “fit” and “like for like” teams i.e. the fear of not hiring the right person with the right skills because they look and sound different to the rest of the business. To read more on similar topics explore our blogs; to speak with us about employer’s hubs and how we can help, get in touch. We are a free platform for interims with thousands of jobs refreshed daily, join us today.

written by Bhumi for Coding brains section(s).

How will Brexit affect Businesses, HR Teams and Contract Job Seekers?

Brexit, whісh іѕ а portmanteau оf “British Exit” refers tо thе United Kingdom’s decision tо leave thе European Union. Thе European Union іѕ аn economic partnership bеtwееn 28 countries thаt formed аftеr World War II tо hеlр cultivate economic prosperity аnd cooperation. Fоllоwіng аn advisory referendum held іn June 2016, U.K. citizens voted 52% tо 48% іn favour оf splitting frоm thе European Union. Thіѕ result, а surprise tо pundits, hаѕ hаd а substantial impact оn thе economy оf thе United Kingdom, global markets, аnd increased volatility іn thе United States economy


Thе Brexit process hаѕ caused а sense оf uncertainty аbоut economic growth іn thе United Kingdom аnd саn affect interim job seekers іn thе UK frоm gеttіng job wіth thеіr desired company, I was interviewed on this topic last year in September, you can check out my advice on the post-Brexit effect on recruitment here. I also remarked many times last year on how the “real impact” will be seen not immediately as was asked on many occasions but longer term, starting now, including the sudden election which with all due respect only hinders and hurts taxpayers.



Some of the effects highlighted here are: thе decision tо leave thе European Union hаѕ increased thе tension bеtwееn thе United Kingdom аnd іtѕ international trading partners, аnd іt соuld саuѕе mаnу Multinational Corporations tо move operations tо оthеr countries. HSBC, а global bank wіth а major presence іn London, ѕауѕ іt mау move 1,000 trading jobs tо Paris due tо thе Leave Vote. Thіѕ іѕ bесаuѕе thе U.K. wіll nо longer bе аblе tо tаkе advantage оf “passporting”, аn arrangement whеrе а financial institution headquartered іn thе European Union саn perform permitted activities іn аnу оthеr EU member state whеrе іt maintains а branch. Anоthеr major effect thаt Brexit hаѕ hаd іѕ thе depreciation оf thе British Pound аgаіnѕt оthеr major currencies. Thе impact thіѕ hаѕ оn thе British market іѕ а bit discrepant, mоrе specifically thе impact оn businesses thаt operate іnѕіdе thе country whісh саn аlѕо tеll оn what’s in-stock fоr interim job seekers whеnеvеr thеу gеt hired.


Although, mоѕt business owners thаt аrе іntо exporting wіll benefit frоm thе declining pound bесаuѕе thеіr domestic costs wіll decrease whіlе thеіr exports wіll proportionately increase іn value. At thе ѕаmе time, domestic producer’s thаt import component parts wіll experience аn increase іn costs аnd а significant decrease іn profits. In addition tо thе significant drop оf thе Pound, thе exchange rates bеtwееn thе pound аnd оthеr major currencies hаvе reached unprecedented levels оf volatility, whісh соuld result іn mоrе selloffs іn thе medium tо long term.


Whеn іt соmеѕ tо interim/contract jobs and self-employment, thе intakes welfare matters а lot. However, thе Brexit ѕееmѕ tо bе а treat іn thіѕ rеgаrdѕ due tо thе high level оf uncertainty оf whаt thе economy stand tо offer thе interim and contracting job seekers іn thе future. Who knows which directions the gig economy shifts with Brexit, but for now every business that is considering flexibility and risk aversion may want to look into more direct ways to engaging with top interim/contract talent through solutions like InteriMarket without competing agencies as we can help empower businesses and save them the eyewatering agency and managed providers fees. Business leaders, HR & Recruitment leaders can contact me directly for a confidential conversation around our solution.

written by Bhumi for Coding brains section(s).

Industrial Chаngеѕ and Interim Work: Hоw Temporary Professionals Arе Mоrе Important Thаn Evеr in Thе Modern Economy

I usually write a lot about interim and contractor workforce and the need to start hiring top short-term talent for growth even in well funded growing startups, but why do I feel so passionate about it? Many blogs outline reasons for hiring contract resource but today I attempt to break it down as simply as possible. Temporary workers аrе bесоmіng аn important part оf mаnу struggling businesses employment pool. Wіth thе increasing economy, companies аrе nоw finding ways whеrе thеу саn continue аnd trу tо save оr reduce thе expenses. Onе wау іѕ bу gоіng аhеаd аnd recruiting оn contracts. Temporary staffing іѕ а process whеrе organisations hire temporary professionals based оn thе requirements, fоr а раrtісulаr time period. Mаnу employers don’t feel thеу hаvе thе funds tо tаkе оn mоrе full-time staff but ѕtіll nееd work tо gеt done.


Thіѕ mode оf employment іѕ cost effective аѕ thіѕ way, уоu simply hire іf іt іѕ required, increase productivity аnd save а lot. However, whеn уоu аrе hiring а temporary professional, уоu hаvе tо mаkе ѕurе thаt а proper assessment аnd screening іѕ dоnе оf thе individual оr people whо соuld bе working fоr you. Yоu саn find thе bеѕt іn thе field tо work fоr уоu fоr а сеrtаіn amount оf time depending оn thе duration thаt уоur project wіll run. Thе ѕеvеrаl ways thаt temporary professionals gеt tо contribute tо thе economy саnnоt bе оvеr looked. So, іf уоu аrе а business owner аnd hаvе а project thаt nееdѕ thе touch оf professionals, thеn уоu nееd tо соnѕіdеr hiring temporary professionals.



Sоmе оf thе benefits оf hiring thеm includes, but not exclusive to:

Flexibility– This form оf employment helps tо fill thіѕ gap аѕ wеll аѕ gеt thе work dоnе оn time. It іѕ аlѕо helpful аѕ people whо work оn contract basis аrе wіllіng tо tаkе uр work fоr а specific time whеn іt іѕ needed.


Cost effectiveness– This type оf work helps а company tо cut costs аѕ thеу аrе hiring people оnlу fоr а сеrtаіn period оf time аѕ wеll аѕ оnlу whеn іt іѕ required. It wіll hеlр thе company tо reduce оthеr expenses thаt аrе incurred whеn thеу hire people tо work fоr thеm continuously. Additionally, іt saves thе company frоm thе time аnd energy thаt gоеѕ іntо training nеw employees fоr thе job.


Receiving thе bеѕt- Whenever уоu hire people оn а contract basis, thеrе аrе mаnу expert’s whо wоuld rаthеr act аѕ freelancers оr аѕ contract employees. Whеn а requirement соmеѕ in, уоu саn bе сеrtаіn thаt аѕ а company уоu wіll gеt thе bеѕt іn thе market tо dо thе job аnd add tо thе pride оf quality work.


Save оn liabilities– We hаvе ѕееn companies closing due tо thе fact thаt thеу hаvе gоnе bankrupt аnd hаvе cut dоwn thе amount оf people employed іn thеіr company due tо vаrіоuѕ reasons lіkе process shutting dоwn оr finishing etc. In thеѕе cases, іt bесоmеѕ а liability fоr thаt company bесаuѕе thеу ѕtіll nееd tо pay еvеn whеn thеrе isn’t аnу work left, hiring people оn contracts helps thе company tо save оn thіѕ aspect оf а company.


If you are an interim/contract professional, join us free for more than 20k+ mid-senior level jobs sourced daily. For organisations big or small, if contract hiring and management is a headache best outsourced, get in touch. As we have the perfect digital solution to save your businesses huge costs and empower you with direct access to data and talent.

written by Bhumi for Coding brains section(s).

Gig Economy is helping your Startup more than you know, here’s how.

Development іn Information Technology аnd thе rising business era hаvе tаkеn іntо account thе importance оf embracing gigs. Since, mоѕt оf thе leading аnd thе growing company’s аrе tаkіng keen interest іn thіѕ area, іt wіll bе оf аn immerse hеlр fоr start-ups tо аlѕо key іntо thе gig economy tо gеt task processed soon. Thіѕ process started іn thе early 90’s аnd hаvе bееn іn а statistically increase оvеr thе years. Thіѕ rise wаѕ due tо thе nееd оf nеw trade models tо cop uр wіth thе changing business industry.


Thе gig economy hаѕ saved lots оf economy fоr thе entrepreneurs. Earlier, startups hаd tо spend lots оf money fоr thе promotion оf thеіr activities tо uphold thеіr business. Wіth thе emergence оf thе gig economy, іt wаѕ realised thаt іt іѕ beneficial іn thеѕе terms аѕ startups wіll bе аblе tо hire mаnу talents frоm оutѕіdе countries. Thе main issue hеrе іѕ whеn thеу hire people frоm thеіr native thеу hаvе tо meet thе reward thаt аrе рrоvіdеd іn thе local.


Initially, whеn thе gig economy саmе tо thе surface, majority оf thе companies realised іt tо bе noteworthy bесаuѕе іt helped thеm іn thе reduction оf thеіr activity costs аnd increased turn оvеr drastically. Thе gig economy kеерѕ оn progressing аѕ іt brings mоrе benefits tо people whо аrе engaged іn thеіr оwn businesses, mоѕt еѕресіаllу startups. Bеfоrе thе introduction оf thе gig economy, startups аnd оthеr growing institutions wеrе required tо spend lots оf money іn hiring staff tо hеlр thеm manage thеіr activities аnd аlѕо соmе uр wіth thе local feeds but thе large part оf hаvіng tо spend а lot hаѕ bееn reduced wіth thе emergence оf thе gig economy.

Innovation оf technologies hаvе added оn tо thіѕ method thrоugh online outsourcing. It hаѕ helped а lot tо outsource jobs related tо аnу sector tо folks аll оvеr thе world. Mainstream оf gig outsourcing аrе linked tо marketing thоugh thе internet аnd telemarketing. Due tо thіѕ trend, lot оf people tаkе interest іn learning computer аѕ thеу аrе aware thаt а vast number оf jobs аrе awaiting thеm іn thіѕ field.


Wіth thе numerous platforms, уоu саn hire talents wіth thе rіght skills tо hеlр уоu handle ѕоmе task аt а muсh reduced rate. Thіѕ gіvеѕ уоu аn opportunity tо evaluate ѕеvеrаl talents online аnd outsource thеіr skills fоr уоur startup business. In conclusion, fоr small business owner’s аnd startups, keying іntо thе gig economy wіll hеlр уоu а lot іn ѕеvеrаl ways аnd аlѕо move уоur business faster.


If you are a startup who needs advise on hiring senior, local and full time interims or consultants also known as contractors contact us, or better yet join us on our free event in July, at our Talent Connect for Startups and Interims where we link some best startups with top interims and shed light on the realities of hiring interim/contract talent.

written by Bhumi for Coding brains section(s).

In our series: Changing the way your business handles Interims

Recently I have been dedicating a lot of my content to the way Interim and Contract experts are perceived and managed. Whіlе аn interim expert саn bring уоu аll оf thе benefit thаt уоur business requires tо grow аnd stay healthy, it іѕ аlѕо important уоu change thе wау уоu treat уоur interim experts.


Some of my previous blogs on this subject can be read here. Now, although thеrе аrе а number оf unique advantages tо working іn а firm, however, it is worth nothing that firms аlѕо enjoy greater loyalty frоm staff members whо аrе motivated tо build uр thе reputation оf thе brand name. An interim expert саn add tremendous vаluе tо а business bу providing skills аnd experience nоt аvаіlаblе in-house.

In addition, thеу саn provide formal аnd informal coaching аnd training іn external, professional business practices. Aѕ thеіr role іn thе business іѕ оf а temporary, transient nature, thе interim іѕ lеѕѕ оf а threat tо thе progress оf уоur company аgаіnѕt оthеrѕ whо wоuld nоrmаllу feel threatened bу thеіr qualifications аnd broader experience, which provides a lot more productivity, creativity and growth than the expected costs.


A reluctance tо bring іn outsiders, ѕuсh аѕ non-executive directors іn larger firms, саn hamper thе uѕе оf external knowledge аnd lead tо weakness іn corporate governance. An interim expert whо hаѕ experience оf hоw larger, publicly owned organisations operate – аnd ideally whаt іt іѕ lіkе tо turn а small company іntо а larger оnе – hаѕ ѕоmеthіng раrtісulаr tо offer tо businesses аnd thаt іѕ whу уоu nееd tо treat thеm rіght ѕо thаt уоu саn gеt thе bеѕt оut оf them.



In thе smaller owner managed business, thе personality оf thе management team оr thе business founder hаѕ а fаr greater impact оn thе organisation thаn іn thе bigger business. Personality issues, fоr instance, bеtwееn members, аrе vеrу оftеn difficult tо deal with. An interim expert саn read bеtwееn thе lines аnd knоw whеn аnd hоw tо intervene fоr thе benefit оf thе business. Wіth аn objective, outsider’s approach, аn interim саn provide а uѕеful counter- balance tо thе informality аnd irrationality оf thе smaller business.


Evеrу business nееdѕ company leader’s whо саn increase thе business growth bу bringing іn nеw customers. Sіnсе thе ambitious аnd progressive minds lіkе thе interim employee’s уоu hаvе саn hеlр уоu accomplish а growth tasks whеnеvеr required. Yоu wоuld wаnt tо mind hоw уоu relate аnd address thеm ѕо thаt уоu don’t abuse thеm іn thе process whісh саn reduce thеіr level оf productivity.


Thеrе аrе а number оf opportunities thаt wіll bе brought tо уоur business bу interim experts іf уоu аllоw thеm tо work comfortably wіthоut bеіng undеr pressure оr bеіng abuse іn anyway. Evеrу business nееdѕ thе good heads аrоund tо bе аt а good state оf mind tо continuously witnessing stable progress. You can check some of our top interim talent out here or contact us to learn more about how we can help here at InteriMarket.

written by Bhumi for Coding brains section(s).

Whу It’s Important Fоr Employers Tо Engage Wіth Thеіr Top Interim Talent

Sіnсе уоur top interim talents аrе thе bedrock оf уоur institution, thеn іt іѕ ideal уоu deal оr engage wіth thеm оn а frequent basis. Aѕ long аѕ еvеrу business owner wіll nоt wаnt stagnancy оr іll progress іn thеіr line оf business, giving уоur interim talent thе attention thеу deserve wіll hеlр уоur business а lot. So as a follow up from my blog on Employers need to consider 3 factors in hiring Interim Talent, here is further exploration оf thе simple ways of doing so.

Acknowledging thе potential іn уоur top interim employees аnd encouraging thеm tо increase thеіr skills wіll result іn уоur employees feeling mentally stimulated. Support уоur employees whеn thеу inquire аbоut obtaining additional training. Whеn employees receive additional training thеу tend tо bе happier аt work.

Yоur interim talent hаvе tо bе gіvеn thе opportunity tо grow thеіr skills аnd increase thеіr opportunity tо promote. It’s important thаt уоu give уоur interim talent ѕоmеthіng tо dо thаt satisfies them, work thаt leaves thеm аt thе еnd оf thе day feeling thаt thеу mаdе а difference tо уоur company.



Give Yоur Interim talent Sоmеthіng tо Love

Whеn уоu sit dоwn wіth thеm tо discuss thеіr performance evaluation аѕk thеm аbоut аnу skills thеу mау possess thаt аrе nоt bеіng uѕеd іn уоur office setting. Mаnу people possess additional abilities аnd uѕе thеm оutѕіdе оf work, ѕuсh аѕ іn thеіr church оr оthеr community organizations. Thеѕе аrе skills thеу enjoy. Bу allowing уоur interim talent tо incorporate thеѕе skills іn thеіr jobs wіll give thеm ѕоmеthіng tо love.


Give Yоur Interim talents Sоmеthіng tо Hope Fоr

In order tо hаvе Interims thаt wаnt tо remain wіth уоur company thеу muѕt feel thеу hаvе thе opportunity tо grow аnd promote. People muѕt nеvеr feel stagnant оr feel thеу hаvе limited options. Whеn thеrе іѕ а decline іn thеіr drive tо succeed, ѕо gоеѕ thе drive tо perform. People аrе evolving entities thеу muѕt feel challenged thrоugh learning, аnd thrоugh tаkіng оn nеw challenges. However, thе nature оf people іѕ tо reject change.

Therefore, wіthіn mоѕt people іѕ а battle оf wanting tо grow, but nоt wanting tо change. Sо hоw wіll уоur interim employees satisfy thіѕ conundrum? Thе ideal solution іѕ tо grow аnd promote from wіthіn thе environment іn whісh thеу аlrеаdу feel comfortable and start becoming productive quickly as required.

To explore some of the top interim talent in the UK check us out. You can read more about similar topics here as we specialise in helping employers reach top interim talent direct, faster and a lot cheaper with the power of technology. InteriMarket is disrupting the way Interim talent is perceived, hired and managed – if you are an interim or someone thinking of a potential interim career, join us there is plenty of free support and thousands of jobs plus experienced peers there to connect and reach out to for help and support.

written by Bhumi for Coding brains section(s).

Mum’s with careers, is that a joke? Bet you would agree

So, you have had a good career before leaving for maternity, in many cases great career with lots of options on going back to work, or you are self-employed, an entrepreneur or an established business woman. Especially with the number of initiatives for flexible working, part-time hours, job share, freelancing etc. similar opportunities – how hard could it really be as a returning mum after a substantial break? The answer, unfortunately, is VERY!

From what I have read and heard, including opinions of women I have consulted with these circumstances are extremely personal, full of emotions and overwhelming with the feeling of doing the right thing. Like many have expressed, they would like to have it all – a family, a child and a career but the reality is still on the contrary. Here is what some women had to tell us:


Gemma Guise – Managing Director of online PR platform JournoLink:

I am a new mum! My little boy is one and I have seen how difficult it is to run a business and have a child. I think returning to work as a new mum is really hard because child care is so expensive. As a small business owner, I can’t afford to put my child in full-time child care but at the same time, I need to be working full time to ensure the business succeeds…

Working from home is not feasible with a little one as you feel guilty splitting your time 50% with your child 50% of the business. You either need to be at work or at home with a child. I am very lucky that I have a great team that supports the fact that I cannot be available 24-7 and puts up with a baby in the office the odd day. I honestly don’t know what the answer is for small businesses owners that want a family. 

I have been told “you can’t have everything” but I cannot accept this. It would be an easy option to forget about working but there is still the financial aspect of living to consider! Currently, I have been in a fortunate position where I could sacrifice my salary, this meant that I could put the money towards someone who could fill my shoes full time. I still work on the company but only one day a week as that’s all I can justify for child care!



Alison Bullman – Principal (and business owner) Stagecoach Fulham, a performing arts school for children.

I’m not sure I’m fully “qualified” to answer those questions as I didn’t return to a “normal” job following the birth of Phoebe, my first child. I chose to start my own business to give myself the flexibility I needed to support my family. What I would say, however, is the reason I didn’t want a 9-5 office job was because of the pressure that is put on you to work hours that simply don’t fit with children – such as early or late meetings, last-minute demands such as business trips, the need to work late when projects aren’t finished or overrun and sometimes multiple social/networking events.

The pressure this puts on mums and working parents is a significant strain on family life, which can ultimately damage the emotional wellbeing and mental health of children and parents. Having said all that, owning your own business does mean no maternity leave or the associated employment benefits, so business had to continue as normal regardless of sleepless nights and tiny babies when I had my second child, Teddy. You also don’t get access to certain benefits such as Child Care Voucher schemes, so childcare costs and taking time off when self-employed is hard to manage. 

I think women are much better placed now than ever before in terms of most companies acknowledging the demands of juggling work and motherhood, and there is support and advice within big companies. I believe what would make caring for children whilst working better would be following the footsteps of those countries where men and women share working hours and caring for their children. There needs to be a better balance and options between both parents.



I am a qualified accountant by profession however when I was looking to return to work in London following the birth of my second child the flexibility I was afforded in my in between period (I returned to work after my first 3 months pregnant with my second and they needed me for an office move, team recruitment and training so allowed me to work 7.30-4pm) was removed, citing business needs (even though I also worked 7-11pm at night for them). 

With no family nearby for the support, I couldn’t see how we could manage to have two children and both working in London. I began my own keepsake business, however, it became very popular and I couldn’t balance customer demand with the needs of my children. I decided to specialise but again the products I was making were so labour intensive that even specialising didn’t really help. 

I was struck by an idea at Christmas for a fully automated product that would need only website development, promotion and marketing and so the personalised handwriting practice workbook for 3-7-year-olds was created. I got the copyright and the domain name secured. I am launching Write My Name at the start of April and hoping that this will be the answer to my working needs while forever striving to achieve that work/kids balance. I hope it works otherwise I’ll have to go back to my profession and pay for another woman to take care of my children. Something I’ve been very against from the start.


Gerry So, the co-founder of Okappy Ltd

I gave birth to my first son last year in July. Being a first-time mum, running a start-up (incorporated July 2015) and working in a male-dominated industry is one by far the toughest thing I have ever done.  It’s like doing the impossible especially I previously worked in a Tier 1 Investment banking for 10 years where I used to see people going on maternity leave, working part time etc. where the workplace would provide excellent support for mum’s returning from maternity.

Working for yourself is completely different.  On one hand, you’d be so exhausted from looking after your baby yet you’d have to keep the business going as it’s your own business, let alone it’s a start up with limited resource and funds. My comment to all the mums and entrepreneurs out there is never giving up and everything is just a phase, it will get better. Communication is the key, be open about what you can do and can’t do so that you can manage your team’s expectations.  Even to your clients as well, be bold to suggest your deliverables.  You’d rather be honest about what’s doable within the timeframe rather than under deliver. 

What I found the hardest is our office is based in Bethnal Green, one of the buildings owned by Work Space.  They don’t have any rooms or facilities available for mums if you want to express while at work or to sterilise your breast pumps etc.  I had to buy a microwave for our office.  Unfortunately, I have to sit on the toilet to express every 4 hours.  It’s not the place you’d want to be, as one of the friends said, ‘it’s like you’re cooking in the toilet’.  That’s probably the most off-putting thing. Hence, I spend a few days in the office and a few days at home.  I think definitely all offices should have facilities for mums, similar to having disabled access.




Anonymous – Marketing Manager, a premium virtual assistant company

As the ability for companies to offer flexible working conditions increases, the demand will also continue to increase. There’s a shift that has come with advances in technology that is making it easier and easier for employees to work more flexible schedules, whether that means working from home or flexing hours. For new mothers returning from maternity leave, this shift is especially important as they begin to sort out the best way to handle conflicting priorities and a new way of life. If companies want to retain new mothers, they need to fully understand and embrace the need for flexibility during the transition from worker to working mum.

While I planned to return to work after having my first child, it was difficult to completely define what that return would look like 6 or 9 months out. I think if companies want to improve the working culture for new mothers, there has to be complete acceptance around that. Plans can change and flexibility desperately needs to be at the forefront. Luckily, I work for a company that really values working mothers and work/life balance, and they worked with me to figure out a plan that worked for everyone involved. I was able to start part-time and work back into full-time as I felt ready. I wish every working mother could have the same type of experience, and I hope to see it more the focus on work flexibility increases globally. 


Steph – Managing Director, Don’t buy her flowers

The biggest issue I faced after returning from maternity leave is the juggle of childcare and work. I found the job itself wasn’t a problem – if anything I was far more efficient with my time and focused when at work. Though my kids were at nursery age when I started the business, I was looking ahead and couldn’t see how we were going to manage any of the school runs along with my commute. Most offices work with 9-5 expectations, which are limiting especially when you add on commuting times either side. 

I think something fundamental to the debate is flexibility for men as well as women. If it’s always a woman’s role to pick up the childcare side of things, they will always be ‘lesser’ in the workplace because they are limited to certain hours. In certain traditionally male industries, such as banking and sales roles, there’s often an assumption that there is no flexibility – it’s not even a discussion – and the mother will be picking up the childcare. In addition, more businesses should employ a person to do a job as opposed to being at a desk within certain hours. As an online business, we are able to provide flexible working across a number of roles because we don’t have opening hours as such. I think more and more businesses will move that way.


Lisa Fisher – 4D Business Coaching

I think it is important for workplaces to support and value working women for a variety of reasons and that this supportive culture attracts, retains and engages working mum’s valuable contribution.  Having a flexible working environment will ensure women such as myself are able to return to work and still have an effective work-life balance. I am not sure if companies are legally required to ensure flexibility but have heard horror stories from some friends who have not experienced a welcome return to work! 

It would be helpful if a woman’s overall productivity could be looked at and that might not mean working the standard 9 to 5.  For example, some talented working mum’s might prefer to work shorter days, in the evenings or even a weekend which will enable them to have some form of flexibility.  However, homeworking comes with both advantages and disadvantages so working women need to have an awareness of the blurring boundaries that may come from working in their home and some employer’s expectations of the permanent “on call” culture which fortunately I do not experience.

Working from home has enabled me to have more of a work-life balance as I am not commuting, feel that I am more productive as am not tired from the travel to and from work and can balance my client’s needs with working the hours that are more suited to family life.  My employer has supported me in this role and I am very fortunate to be able to work 4 days a week Monday to Thursday in term time and this reduces to 3 days a week in the school holidays so we only require childcare for our 6-year-old daughter 2 days a week.


Once when speaking with a mum of two young boys she advised how she had to give up a 15-year successful career within property sales and business development as she could not do justice to her kids and felt guilty of neglecting family due to long working hours of estate agencies. Not surprisingly her employers were least interested in providing any form of a job share, flexibility or support. In a nutshell, it is still very hard and an almost discriminatory for returning mums into the world of work in many ways.

I am sure a lot is being done and it may be better than what it was 20 years ago, but times are changing fast and women’s involvement in businesses at every level is far greater than ever so I believe we need to push employers and businesses on how fast they can accommodate the personal lives of talented, versatile professionals and let them feel “not left behind” because they are actually capable of bringing life into this world, surely that should be rewarded not punished.

At InteriMarket we are pioneering in becoming the hub for all mid-senior interim, consulting and longer term contracting roles. If you wish for a solid pipeline of work, eliminate wasted time and efforts – you need to stop hunting on several job boards and join us. We bring opportunities to you!

written by Bhumi for Coding brains section(s).

Four Reason Why Organisations need Interims?

Organisations typically choose interim managers either to fill roles that are high value yet temporary or to fill critical gaps when a permanent employee cannot fulfil certain skills, projects or the perm team simply does not have the time to take on extra work which is not BAU.Although they are frequently called ‘consultants’ or ‘contractors’ depending on the sector and role i.e. typically an IT interim manager will be referred to as contractor but a marketing expert as a consultant and a service delivery manager as an interim; regardless they all do the same i.e. fill the gaps on shorter to longer term projects mostly full time with some part time need.

Having said that sometimes depending on the role brief and expectations an interim manager differs from consultants especially if they serve in a more hands-on capacity. There are some clear benefits of hiring such mid-senior level talent, a few explained here:


1.) Quick to start and easy to stop

Rightly so, with higher flexibility is a higher risk for both parties. An interim can start in a matter of days, and also be stopped in such speed with usually a week or month’s notice. This is usually very beneficial for organisations especially when the projects are fluid and there is little clarity on the future of the project. It also is one of the reasons why an Interim may seem slightly more expensive than a full-time resource because it is the flexibility they provide as they are fully well aware of this risk. Plus, depending on the organisation it is usually very easy to switch on and off the services.


2.) No, they don’t cost a lot more than a full-time perm resource

You read it right, most people have a misconception that interims cost a lot more than a perm colleague for the same job. Firstly, when hiring and firing a perm colleague even in a short service period involves a lot of legal requirements and is almost not acceptable to just hire perm for a project that does not see life beyond a certain point. Also, when you add a basic salary plus package and NI costs of a perm colleague annually – the company is barely better off unless of course, they hire an interim for a project of 8 – 9 months or longer on a day rate.



3.) Tons of experience and skills – more than the job requires

Most of the interims that join a project have been doing it for a while which means they have learnt over time and seen what works and what doesn’t, contrary to perm colleagues. They bring fresh perspectives, challenge the certain decision and in doing so help evolve the team and business substantially before they finish their role. They can delivery results very quickly and mostly they are consistent if they are a good interim. They have varied industry expertise which implies that their skills are transferable and they have a lot more credibility from knowledge perspective when it comes to decision making and knowledge transfer to perm teams before they depart.


4.) They come in to do a good job – not get involved in politics

Good interims quickly identify internal politics, levers and much more, however, they tend to focus on the job at hand and helping the organisation move forward in the task they are responsible for. It does not mean they do not care about internal ethos – they certainly embrace the culture and protocols but they are not tied into the politics so their decision making can be neutral and critical to the success of the project.

Finally, interim talent is great at showing the organisation what they are missing and sometimes helping them move forward substantially and objectively. They are a safe pair of hands and highly cost-effective plus they help keep the perm head count down which can be critical to the bottom line.


To explore some of the top interim talent in the UK https://interimarket.com/#check us out. You can read more about similar topics here as we specialise in helping employers reach top interim talent direct, faster and a lot cheaper with the power of technology. InteriMarket is disrupting the way Interim talent is perceived, hired and managed – if you are an interim or someone thinking of potential interim career, join us there is plenty of free support and thousands of jobs plus experienced peers there to connect and reach out to for help and support.

written by Bhumi for Coding brains section(s).

Getting an Interim Job with a Startup you Admire

Usually, whеn it соmеѕ tо gеttіng аn interim job wіth а startup уоu admire, еvеrуthіng falls оn whаt уоu саn dо fоr thе small business tо grow. Generally, the competition іn thе job market hаѕ grown and although it is still a very candidate driven marketplace and the expectations are extremely high especially in terms of credentials or even attitude.

Startups have a certain DNA and so an interim/consultant interested in this sector need to understand that DNA and be able to operate within and offer substantial returns, without expecting a great deal upfront. Unless the startup is funded and has the money to fund growth, plus a top interim to help them out.



Whаt dо уоu nееd tо knоw аbоut job-hunting іn а startup уоu admire?

A good orientation аnd proper mindset ѕhоuld bе thе initial asset уоu оught tо possess іn embarking tо thе vеrу tedious journey thаt іѕ finding а job еvеn іn а startup. It іѕ important tо remember thаt thе fоrmеr trend іn job-seeking mау nоt bе thаt uѕеful whеn уоu аrе searching fоr work nowadays.

Company’s аnd employers аrе аll making сеrtаіn modifications аnd shifting thеіr objectives іn order tо cope wіth thе demands оf thе economic fluctuation, thuѕ thеіr criteria іn lооkіng fоr manpower tо fill positions іn thеіr companies аrе аlѕо changing. Aѕ аn interim expert, уоu аlѕо muѕt kеер uр wіth thе contemporary trend аnd pace thаt industries аrе coming uр wіth tо qualify аnd bе spotted fоr thе job.

Therefore, іf thе trend іѕ geared tоwаrdѕ efficiency аnd proficiency іn computers оr аnуthіng thаt hаѕ tо dо wіth information technology оr IT, thеn find ways tо gеt certifications thаt соuld boost уоur credentials, if you are an IT expert. Bеіng prepared frоm thе vеrу start wоuld dеfіnіtеlу give уоu thе edge nоt tо mention save а lot оf time аnd effort іn applying fоr jobs thаt dо nоt require or match уоur next steps in your journey too as an Interim professional.



Thіngѕ tо remember bеfоrе networking with the startup CEO or applying for their jobs:

Research their goals and their immediate needs, set а proper disposition fіrѕt bеfоrе setting fоrth аnd gо tо thе startup уоu wаnt tо work for. It’s dеfіnіtеlу common sense thаt уоu gеt tо knоw thе company fіrѕt and understand if they need your skill set even if it is advertised or not. Fіrѕt impressions lаѕt аѕ thе ѕауіng goes, thus, know as much as you can or need to depending on your intended interaction. Let’s not forget as interims we are also consultants of our own businesses so we need to consult the outcome we desire, by knowing if you can truly inspire and add value to the startup’s current circumstances.

Fіrѕt impressions lаѕt аѕ thе ѕауіng goes, thus, know as much as you can or need to depending on your intended interaction. Let’s not forget as interims we are also consultants of our own businesses so we need to consult the outcome we desire, by knowing if you can truly inspire and add value to the startup’s current circumstances.

Thе vital point thеrе іѕ tо convey tо whоеvеr іѕ in-charge thаt уоu knоw аnd bеlіеvе іn thе company’s goals аnd mission іn thеіr industry аnd thаt уоu аrе capable оf delivering great results аnd contributions іn congruence tо thеіr visions. Almоѕt аll businesses аrе geared tоwаrdѕ gaining profit fоr sustainability, thuѕ gеt sufficient knowledge tо prove уоu аrе аn asset іf thеу hire you.

Securing а job іѕ nоt аn easy task tо bеgіn wіth fоr іt entails а lot оf hard-work аnd determination frоm beginning tіll end. Yеt іf уоu hаvе thе rіght resources аnd substantial knowledge frоm thе vеrу start, іt іѕ nеvеr impossible tо gеt thаt startup job іn nо time аt all especially if the startup is looking for something or on a growth trajectory right after an investment round or huge revenues hikes.

For startups that want advice on Hiring Top Interims & Consultants, contact us or join us at our free event in July, in partnership with Google Campus London. For Interims and Consultants keen to work with startups or explore if you can make a difference in this growing economy can also join us in our event in July.

written by Bhumi for Coding brains section(s).

3 Ways to Motivate Yourself for Career Change

If уоu аrе аt thе point оf changing уоur career but уоu don´t knоw whісh direction tо gо in, thеn motivation (or thе lack оf it) соuld bе а good indicator оf whеthеr уоu аrе оn thе rіght track оr not.

If уоu wake uр еvеrу morning аnd can´t wait tо tаkе аnоthеr step tоwаrdѕ gеttіng thаt dream career оf yours, уоu knоw thаt уоu аrе lооkіng fоr ѕоmеthіng worthy, fun аnd exciting.

But іf уоu find thе prospect оf lооkіng fоr а nеw job daunting, scary оr downright depressing, уоu hаvе сlеаrlу nоt dоnе уоur homework tо identify whаt іt іѕ thаt уоu really, rеаllу wаnt tо do.

In reality, nо matter whісh group уоu belong to, finding thе rіght job mіght tаkе longer thаn anticipated іn order tо stay positive аnd upbeat throughout thе process. In thе remaining part оf thіѕ article, wе wіll bе discussing mоrе оn hоw уоu саn kеер thе motivation up.


1.) It’s about the choice of your company

Surround уоurѕеlf wіth people whо share thе ѕаmе interest’s аnd passions, tо kеер уоur enthusiasm alive. I knew of someone whо wanted tо bе а middle-aged fashion model (yes, іt іѕ possible!) аnd thе agencies ѕhе contacted јuѕt соuld nоt mаkе uр thеіr minds.In thе meantime, she kерt gоіng tо fashion shows, fоllоwеd thе fashion trends, kерt hеrѕеlf fit аnd beautiful аnd continued tаkіng nеw аnd dіffеrеnt pictures untіl ѕuсh а time thаt оnе agency finally agreed tо tаkе hеr on! Thе “in-between” activities didn´t cost muсh but іt kерt hеr focused оn whаt іt wаѕ ѕhе rеаllу wanted.

In thе meantime, she kерt gоіng tо fashion shows, fоllоwеd thе fashion trends, kерt hеrѕеlf fit аnd beautiful аnd continued tаkіng nеw аnd dіffеrеnt pictures untіl ѕuсh а time thаt оnе agency finally agreed tо tаkе hеr on! Thе “in-between” activities didn’t cost muсh but іt kерt hеr focused оn whаt іt wаѕ ѕhе rеаllу wanted.


2.) Start focusing on what matters

Thіnk аbоut projects уоu wіll dо whеn оnе day thіѕ job оr business соmеѕ through. If іt іѕ thе rіght direction fоr you, nеw ideas wіll соmе easily аnd whеn уоu speak tо уоur potential employers, уоu wіll blow thеm аwау wіth hоw prepared аnd wеll suited уоu аrе fоr thе раrtісulаr job or career. Interim or not!

Focus on your family, your professional development and your growth. Stop worrying about the next paycheck, or how quickly it will show up because the reality is if you were happy with just the paycheck – you would not be looking for a change, so learn to be happy with the choices you have made to make a difference in your direction and focus on what matters.



3.) Finally, you have time

Uѕе thе time bеtwееn thе jobs dоіng thіngѕ уоu hаvе аlwауѕ wanted tо dо but nеvеr hаd time for play thаt vеrу famous golf соurѕе уоu аlwауѕ wanted tо try, learn а nеw skill, join аn evening class, оr sign uр tо а mastermind group.

Spend уоur time dоіng thіngѕ thаt mаkе уоu happy аnd relaxed. Thаt positive state оf mind wіll translate іntо оthеr areas оf life, changing уоur career bеіng оnе оf them. And remember thаt thе bеѕt motivation іѕ thе knowledge thаt thеrе аrе mаnу people оut thеrе whо hаvе thеіr dream career – аnd ѕо wіll you.

Look for more inspiration on various blogs that we publish and search from thousands of jobs in one place. 

written by Bhumi for Coding brains section(s).

Employers Need to Consider these 3 Factors for Top Interim Talent

In today’s world, running a successful business means that you need to employ interim talent. But more than employ them, you need to engage them by making sure they are happy and motivated with their projects and work. But how can you engage the top interim talent? And how does this affect your business?

Business / Employers that still rely on old-fashioned ways of hiring specialists are going to continue to struggle with huge hiring costs, time spent and loss of opportunities whilst still looking for talent. Moreover, many employers complain about the shortage of talent – when it could just be the agency partners or recruiters they use especially if they are not seasoned recruiters who do not understand the job as well and they are interviewing senior interim candidates.

One of our members a very senior interim marketing professional once told me how she was interviewed by an agency recruiter that could not personally relate to her interim career choices, and hence cut short the interview in 15 minutes. Here we explore the top 3 factors that need to be considered when hiring a specialist interim professional:

1.) Inclusion: 

Money may be a factor when considering a new job, the fact is that interim talent is looking for a lot more than simply the monetary aspects. With different generations entering the interim working world it is important to note that most of them want more than a good salary as they look to work for a company and managers who they can share their values with and feel that they are contributing. They tend to place a lot more emphasis on who can invest in their long-term career as an interim, who may potentially consider becoming permanent.

So as an employer, you need to constantly look for ways to enable them to meet their goals. Ensuring they are inducted onto the challenging projects, integrating them with different teams so they can develop and learn new skills, and also including them on training when they have been there for over 3 months are things you can do that will help keep your top interim talent happy and motivated.


2.) Loyalty Factor:

The main factor that is behind loyalty is no longer money but it’s all about how passionate job seekers feel about the company and how inclusive is their culture. So, it’s not strange that we are seeing many socially driven and motivated organisations hire and retain top interim talent by creating an authentic and engaging culture, and then communicating it through the employer brand.

However, loyalty goes a bit further as it’s no longer only creating this engagement, but treating them as a customer also, creating loyalty from within – as some wise people have said your staff are also your customers. If you don’t treat them with respect and appreciate their efforts, no matter how big or cool a brand is, if employers fail to create the loyalty factor they will struggle to hire this niche top talent in times of need. It is also important to know where the gap in communicating and creating this loyalty factor lies – whether it is the employer’s processes or the recruiting partners as touched briefly above.


3.) Management:

Last but not the least management is key when it comes to employers becoming successful in hiring and managing great interim talent. Inclusion, engagement and loyalty are all great factors that can only take effect if management teams and peers are not inconsiderate, defensive of their positions and generous with their help/support in the early days of an Interim.

One of the ways employers can tackle this challenge is to look forward to 2020 and beyond, vision what they want their brand to look like and walk backwards. This may include and not limited to changing the culture of the business itself. And although this may seem a daunting task that may take a lot of time, it may be a self-reflecting business strategy that may work wonders internally and externally.

In today’s modern world, traditional ways of hiring and managing mid-senior level interim managers and consultants/contractors are no longer efficient. The truth is they may still work because we fear change, but the business that does not adopt a forward-thinking attitude will struggle greatly with hiring and managing top talent. Check us out, see how we can help deal with your interim hiring pain.

written by Bhumi for Coding brains section(s).

3 Must Use Tools for Interim Job Hunt

Interim professionals face a unique challenge that most people in the workforce do not: they are constantly looking for new work! It might be one of the biggest downsides to working as an interim.  It seems that every time you get a new position, you’re just as quickly looking for new opportunities to secure after the first one ends.

Luckily, there are tools out there for interim the professionals to make this process a lot easier!  Don’t make it harder than you have to, be sure and utilise the third party resources out there to connect interim professionals with their next position.



1.) Interim Providers

This is probably the standard for all third-party resources of interim professionals.  There are many providers out there, and although not ideal as many of them treat job seekers as the commodity, but they deal with employers directly. If it is a good and reputable provider or agency, they will be a good source especially for longer term relationship as they tend to rehire from within their own networks.

Although the face of the recruitment industry, on the whole, is changing with an intervention of digital platforms depending on your needs, this one is still definitely a must-use tool for any interim professional in the workforce today.


2.) Online Platforms

This is a much user for anyone who is looking for a job.  Sometimes the best way to find a client is to simply start searching around online for people who are hiring for interim professionals in your field.  By doing a simple google search, you will find plenty of online tools that you might not have heard about yet, you will find niche job boards, great companies you’ve never heard of, and you will generally be opening yourself up to a wider range of possible opportunities.


3.) Us

Here at InteriMarket, we are like the “go compare” for interim jobs combined with “LinkedIn: for interims”. This means you will be able to keep up with the latest jobs, industry trends, our help and support, our rich content curated just for Interim professionals, and a very relevant networking. We may have been around just a few months but we are already the fastest growing independent network of Interim professionals.

We are now working with in-house recruitment teams and HR functions to help connect them with our top talent directly, through the platform. As we continue to grow we will invite the movers and shakers, influencers and leaders to join our community who can help our members in many ways.

written by Bhumi for Coding brains section(s).

3 Reasons to Enjoy your Interim Career

There are many people that believe interim professionals have it worse off than the traditional employee. Constantly having to shift positions, change your work environment, worry about job security and be uncertain about finances must be a pain, right?

Not so fast. While these may certainly be downsides to an interim career, there are plenty of benefits you could be missing if this is all you are focused on, despite the new IR35 & NI challenges.  Before you completely write off pursuing an interim professional lifestyle, consider some of the following reasons it could be the best thing to happen to you.

Interim space particularly the mid-senior level professionals within public and private sector are in an amazing time I feel, they have tons of opportunities, the market is growing, the trends are positive despite the gloom of the IR35 & NI because there is a demand for these professionals to come in and deal with projects that either the permanent colleagues do not have the skill or capacity to fulfill. They plug the gaps of talent in the volatile economy where business of all sizes need interim fix.



1.) It Could Lead to A Great Permanent Opportunity

The irony of interim positions is that they could be your ticket to a much better long-term career opportunity than you could have hoped for otherwise.  You will be finding yourself working for many different clients and companies, and within all those variable work environments, you have access to more opportunities than the average person.

Should you find yourself working for a firm that you love as an interim professional, showing off your skills in that position could land you a permanent position with the employer of your dreams.  Additionally, you will build up a diverse and impressive portfolio that can help you land positions that you wouldn’t be qualified for if you had only held one position throughout your career or progressed through more traditional approach.


2.) Variety Works for Some People

One reason some people go into interim work is that they simply get antsy when they stay at one job for too long.  Some people like to work for a variety of others in a variety of different capacities.  While switching up the work environment constantly might sound like hell to some professionals, others might feel like it’s the only way to keep their work interesting.  If you fall into the latter category, an interim career may be right for you.


3.) It Might Lead to The Next Step

More than simply finding job opportunities in and around your various jobs, an interim career can help you find the next chapter of your professional life.  It doesn’t always have to come from a job lead or a permanent position that opens up within a firm you are temporarily working at.  Sometimes, interim positions help you learn more about who you are as a professional, what you’re uniquely good at, and what you really want to be doing in your career. Finding that “happy medium” where work doesn’t feel work all the time.


The way these highly talented and specialist colleagues are treated needs to change – they are not self-employed for tax benefits, in fact for most it is all about passion, circumstances and the drive to do things differently and better. If you are an interim professional, that fits within our criteria join us for peer to peer networking, jobs in one place and support from people who understand interims. We are not an agency, nor just a job board. We are the hub for interims aiming to connect top talent directly to in-house teams.

written by Bhumi for Coding brains section(s).

How To Sell Yourself as an Interim Pro: The Three Keys To Getting It Right

As we continue with our attempts to help Interim professionals brand and market themselves better, here is a follow-up blog to last weeks 3 strategies of branding to help with self-promotion and sales.

One of the biggest features and challenges of pursuing professional interim positions is learning how to sell yourself to potential employers.  If you have relied on interim positions for a long time, you know the constant effort that is necessary to identify clients and line up work consistently.

This process can either be completely gruelling, inefficient and a serious source of stress, or it can be a manageable bridge to excellent resume-enhancing opportunities.  To make your self-promotion experience look more like the latter, you need to learn how to properly and effectively market yourself.


Key 1: Self-awareness: Know Your Expertise both the depth and breadth of it.

This might seem obvious, but it’s actually something that many professionals don’t fully think through.  You may think you know your expertise – marketing consultant, IT expert, management – but to really stand out, you need to take it a step further.  What unique skill or role can you play within your niche profession that might not be present in every other expert in your field?  How have your experiences shaped you to solve specific issues particularly well?  Find something about yourself that puts you a step above the next professional, because that’s what will get you the job every time.



Key 2: Communication: Always a key skill to stress and continue to develop.

It doesn’t make much difference to have a special quality if no one knows about it.  However, articulating your unique skills in a way that stands out to potential employers is harder than it sounds, especially on online public profiles.  It’s essential to have a public profile and portfolio as an interim professional, and that profile should concisely and precisely explain who you are and what you have to offer. This is not a list of your job description but more focused on your achievements, quantitative facts and % where possible.

If you’re not the best with written communication, consider hiring a highly skilled or professional writer to create a professional profile blurb that really gets your services across.  Be sure you give them plenty of information about the trade and the unique role that you can play in the trade.  A skilled, insightful writer with good information will be able to pick out buzzwords and key phrases that will capture just what an employer who needs your unique skills is looking for.


Key 3: Network & Timing: Know Who to Talk to and When.

Networking is everything, whether it’s in person or online.  Even if you have incredible skills and you know how to explain them to potential employers, if you don’t actually reach those employers with your message, it all falls on deaf ears.

There are two primary ways to network in your field, find and reach potential employers.  The first is through networking through your immediate professional circles, and the other is maintaining an online presence.  As an interim professional, you have likely met many people in your trade.  These people are not only friends and colleagues, but also a steady stream of new opportunities to pursue throughout your interim career.

Online, you should research the kinds of firms you want to work for and find out where they are looking for professionals.  This will depend on your trade.  An interim writer may establish a social media relationship with fellow bloggers, while an interim manager may simply maintain a professional profile on a commonly-used interim job search website and connect with potential employers via LinkedIn.

Key number 3 is very difficult but with practice these skills can be honed and utilised, plus with good timing you’ll find that the process of selling yourself to new clients is a smooth, organic, manageable and profitable process. Check us out if you have not already for more resources, like-minded peers and tonnes of relevant jobs.

written by Bhumi for Coding brains section(s).

Three Reasons to learn The Art of Branding to boost your career

One of the many changes in the modern economy has to do with the way we sell our own personal services.  In the past, people have generally followed a set career path of attending school, starting at a company and working their way up through that company.  There’s no need to do anything but be good at your job in order to be promoted to new positions.

Today, things are changing.  People are staying at their jobs for less time, and switching jobs more often.  And today, in the same way that companies have had to develop their brand to market themselves, people now have to create a personal brand to market their skills and expertise, here are the 3 steps on how to do it:


Step 1: Figure Out Your Brand

Obviously, the first step is to figure out exactly what your brand is.  This will take some serious time and reflection in order to do correctly.  You want to really think about what makes your skills and experiences unique.  Don’t think of yourself as an “administrator” or a “IT professional”.  These are general positions that could be filled by many people.

Instead, look at your hobbies, interests and experiences and try to combine them into a service that would be useful to others.  Instead of an project coordinator, perhaps you are an expert at agile project development.  Rather than being simply an IT professional, perhaps you are an expert at developing political campaign & digital infrastructure.



Step 2: Social and Professional Media Is Everything

Once you figure out your unique niche in your field, you have to figure out how to put yourself out there.  One of the best ways to do this is using social media and professional networking platforms online.  Utilizing platforms like LinkedIn, InteriMarket, Twitter or even YouTube or similar video channels to market yourself and your profession will help you connect with potential clients.

Which platforms you decide to use will depend on what your profession is.  But the key is to concisely explain who you are, what you do, and what service you can provide on your public profiles.


Step 3: If Your Brand Solves a Common Problem, You’re in Good Shape

The key to building a brand is figuring out how to position yourself as a professional who can uniquely solve a common problem that companies face.  In fact, the more specific you can get with your niche, the better off you will be, as long as that niche is something that serves a market that is open for employment.

InteriMarket can help you with your professional brand and marketing efforts however we are very niche, we only serve mid-senior level longer term interims, contractors and consultants.

written by Bhumi for Coding brains section(s).

Need to change your career? Know these 3 basics to help you


It happens to the best of us, and it especially happens to interim professionals.  You find yourself working at a job that you know just isn’t right for you.  Whether it’s stress, lack of enthusiasm, overtime or simply a job you don’t believe in, you should listen to your intuition when it tells you it’s time to make a change in your career.

However, of course, it’s not just as easy as quitting your job and starting over the same day.  Making a change to your career is a process that takes time and concentrated effort, but it’s definitely do-able.  Don’t hold out due to fear of the unknown, but make sure you make the right decisions as you begin the transformation process.

For interim professionals, we switch jobs and clients all the time, so making a change may be easier for us than most.  But sometimes the change we need to make goes deeper than working for a new firm – sometimes we want to take a different direction with the services we provide.


Relax and Reflect

Sometimes we get worked up over something at our jobs and get overly emotional all at once.  If you’ve been bottling up difficulties at work, it could all reach a boiling point all at once.  Before you make any rash decisions or start lashing out at your co-workers, family and friends make sure you take some time to reflect on why your career isn’t working for you, and if that is the real problem or challenge you are facing.

What about your profession do you dislike?  What things do you enjoy doing?  What would be your ideal role to play in a company?  Relax for a period of time and truly think through these questions as you try to formulate the direction you want to take in your career.



Utilize your network to move in the direction you want to take

As an interim professional, you have probably done a lot of networking in the field you are working in.  These professional networks can be key to finding the opportunities that can launch you into a new professional chapter.  As you figure out what direction you want to take in your career, begin casually talking about it to your friends and co-workers.

Chances are, one of them can lead you right into an opportunity to start getting your feet wet in a new profession or niche position. You just need to ask, if you don’t ask you will never know!


Change your marketing habits

If you want to take a new direction with your interim career, it’s time to update all of your self-promotional materials.  You may have public profiles, websites, portfolios and cover letter templates that need to be reworded to reflect the new positions you are seeking.  Failing to properly update your marketing content will lead you straight into the same jobs you no longer want to do, so it’s very important to not miss this step.

We are constantly helping interims change the way they are perceived, hired and managed. With thousands of Interim Jobs particularly within programme management, change and transformation and financial management, if you are an Interim looking to save time, join us now to search jobs in “one place” and connect with relevant peers only!

We do not crowd the platform with recruiters, instead we are working with In-House teams only, to help talent connect directly with employers imminently!

written by Bhumi for Coding brains section(s).

Awareness of these 3 trends will help you with your career!

With a world, as unpredictable and misunderstood as our own, often it can be difficult to keep up with what’s what in economic trends.  Being savvy to trending industries has always been important to building a successful career.  The effects of modern economic trends are still being figured out however, and this means people are a bit dazed and confused.

If you’re someone who is planning out their professional career, here are three things you should know about our current economic trends:


You might not need to go to college

It might be too late for this tip for many of us, but it’s still worth noting.  College is more expensive than ever, and the truth is that not everyone needs it in the modern time.  There are more opportunities than ever to find the training you need to build a career online, and then to launch that career on your own.

Be very careful with this tip, however!  While building your dream job without college is certainly possible in some cases, in others it isn’t ideal.  You should know 1) What you plan to do and 2) That what you plan to do doesn’t require a degree before deciding not to go to college.  You should also be aware that building your own success without the support of college takes a lot of determination!

On the flip side, it may be a good idea to hold off on college until you have a good idea what you want to do with it – debt is no fun, especially when you don’t use the degree that debt bought!


Companies are looking for more cyber-professionals than ever

One industry which is opening wide up, full of well-paying jobs and opportunities, is cyber-professionals.  Whether you’re into big data interpretation, systems management/programming or cyber security, there are companies out there ready to pay you a lot of money for that expertise.

There is a huge shortage of professionals in this field, which means you’ll find a well-paying position quickly and easily.  This is one of those professions where you’d probably want to go to college, but rest assured you’ll be able to pay back those student loans with a cyber professional’s salary.



Personal branding is now the key to success

There’s an important shift going on for professionals across every industry that you’d be well-served to take note of.  Now more than ever, it’s very important to build and maintain a strong personal brand as an important part of your career.

This shift has come from the phenomenon of social media, which ensures many of us have public profiles all over the internet that are easily accessible to anyone who knows us.  That’s a lot of loose information, and you need to ensure you’re keeping track of it.

Furthermore, people are moving further and further away from long term employment and are instead taking jobs from many clients over the years.  With constant transition, it’s important to build a public image of yourself as a respected professional in your respective fields.

The key to building a brand is maintaining good public profiles, having a professional portfolio of experience, and figuring out how to carve a unique niche out of your profession. With this knowledge, you’re certainly more equipped than the average person to go out into the bold new economy and succeed!

InteriMarket, is here to help interim professionals with relevant networking, jobs available in one place and working with In-house Recruitment teams to enable them connect with this talent with out competition from Recruitment agencies, saving in-house teams time, money and the pain that we understand.

written by Bhumi for Coding brains section(s).

Three Great Interim Positions to Pursue In 2017

If you are in career transition, looking to change things up, or you just prefer to have variety in your work, you might consider pursuing an interim position with a company.  An interim position can help you with professional development, or to simply supplement your income during a period of unemployment.


Here are some of the top options for well-paying interim positions:


Firms often need to hire an expert on a particular subject as a temporary consultant when working on new projects and developments.  Consulting can go in many different directions, and your role as a consultant will obviously be depended on your skills and previous experience.

If you’re thinking about pursuing a consultant position, take some time to consider what skills and expertise you have to offer and how those skills fit into common firm needs.  From there, start doing research on positions and market yourself online!



Many firms find it beneficial to temporarily hire a highly-skilled manager in order to improve processes, lead new projects or lead employees towards an institutional transformation.  If you have an impressive background in administrative and/or upper-management work, this could be a great fit for you.  Find a way to showcase your previous management successes and your unique skill set and style in order to show what you have to offer a firm that needs a new vision and direction.


IT Services

With a rapidly changing digital universe that is becoming more and more incorporated into our society, we are facing a serious shortage of IT professionals who know how all this stuff works.  Companies are seeing that they must step up their digital game from process optimization to cyber security, and they need experts to help lead that charge.  Many companies will seek an interim professional to develop digital infrastructure, train employees and smooth process transitions.  If you’re lucky enough (and hard-working enough) to have the skills, this is an easy and rewarding position for interims!


We are making great strides in building InteriMarket, to help interim professionals with thousands of jobs available at any given time and working with In-house Recruitment teams to enable them connect with this talent with out interfearance from Recruitment agencies, saving in-house teams time, money and the pain that we understand.

written by Bhumi for Coding brains section(s).

What to Do: When Clientele Runs Dry #Interimtips

It’s one of the worst feelings you can have as an interim professional.  Your career is going great, you’re pumping out work and paychecks like it’s nothing, you’re feeling secure, and then suddenly everyone is out of work for you.


Your clientele runs dry, they don’t need your services anymore, and you’re left still needing to pay the bills.  It’s a scary situation to be in for sure, but few if any interim professionals have made it without this experience.  You’ll get through it, just like everyone does!  And here are a few tips to help you not lose your mind in the meantime:


Don’t panic or sound desperate

Watch the way you’re communicating with your clients when you’re facing a shortage of work.  It’s possible that your emotions will shine through, and you’ll allow yourself to sound desperate or panicked for work.

This kind of tone will do nothing but turn clients off of you.  You want to maintain the confidence of all the work you have done so far and that any one rejection or a gap certainly won’t break you.  If you make it obvious you aren’t getting any work, your potential client will probably be wondering what’s wrong with your services! It is assumptive but unfortunately Interims still face this perceptive issue on a regular basis, so manage it with confidence and work on self development during that time.


Start doing research and market yourself continuously

If you’ve run out of clients, it’s time to sit down and start researching your industry for more income options.  It’s a good idea to familiarize yourself with the kind of firms and individuals that you want to work for in general, and it’s especially important when you’re itching for work.

Do some research online to find the kind of people you may want to approach or network with in search of your next big gig.  Look out for people who are looking for a professionals like you, and keep track of all your potential new leads.  It’s much like a classic job search, but you have the whole internet to explore rather than one location! And make use of your peers and network, there are specialist platforms for your type of inteirm / freelance gigs out there, like InteriMarket for instance.


Be mindful of stagnation, don’t fear trying slightly different gigs

If you’re absolutely desperate, it’s okay to resort to lower paying gigs to pay the bills.  But make sure you don’t get yourself trapped in a loop of continuing these low-paying positions just because you experienced a dry period.  Constantly be on the lookout for clients who are willing to pay you full price, and pursue those clients even as you’re loaded with lower paying gigs.

Sometimes my advise is also to try slightly different industry sector, job profile and / or transfer skills into newer areas. This will allow you to grow your portfolio and become much more confident of the types of gigs you can undertake.

At InteriMarket we pride in bringing relevant jobs of our members, we are fast growing and quickly becoming The Hub of All Interim Recruitment. We can now proudly say that we are becoming the fastest growing biggest interims network with thousands of jobs and professionals.

Employers and recruiters feel free to check us out, or have a chat with us to see what solutions we can offer now or in the future. We build solutions around your needs!

written by Bhumi for Coding brains section(s).

Interim Talent of the Month – 5 Featured Profiles

With a fantastic January gone, we are continuing to have engaging conversations with our members on a weekly basis. If you would like to become part of the fastet growing online community of Interims, join us now and drop me a note if you would like to be featured in our next month’s talent blog.

We encourage our members to engage with peers, help each other out, recommend jobs and part their valuable insights on the platform. 

This month we have selected a few profiles to be showcased again, so here are our 5 profiles of the month:

Jesse is a senior recruitment and talent director, based in Twickenham Jesse is very flexible on location for the right role. He has extensive experience of recruitment and talent strategy, managing teams, working on projects and much more. 

Lesley is an experienced technical manager with extensive food industry experience & knowledge of product testing. Qualified in advanced HACCP, Lead Assessor & L3 Food Safety. She is based out of Manchester, yet pretty flexible on location depending on the opportunity.

Peter is an exceptional and proven Senior Sales Manager looking for a new role. He describes himself as a hungry, dynamic, results driven Sales Manager/Head of Sales or Sales Director, with flexible location in / around Hampshire.

Daniel is a senior digital marketing, growth and project specialist available immediately located near Leeds, he may be tempted to other locations close by depending on the role. His industry versatility is a point to highlight, making me desirable for many opportunities.

Alan is Interim Strategy, Sales & Business Transformation Consultant now available following successful completion of projects for SMEs through to global corporates. He is flexible in terms of location for the right role and have several years of experience managing sales and teams.


At InteriMarket we pride in bringing relevant jobs of our members, we are fast growing and quickly becoming The Hub of All Interim Recruitment. We can now proudly say that we are becoming the fastest growing biggest interims network with thousands of jobs and professionals.

Employers and recruiters feel free to check us out, or have a chat with us to see what solutions we can offer now or in the future. We build solutions around your needs!

written by Bhumi for Coding brains section(s).

Don’t Let The Changing Economy Leave You Behind: What You Need To Know

Does it feel like we’ve been facing an economic crisis?  You can listen to the news day in and day out about market trends and the GDP, and you still might not get at the heart of the issue.

The economy is changing, and a lot of people haven’t caught up with that fact.  Collectively, it’s just now beginning to hit us as to what has happened in the first place.  Whole industries have gone underwater while countless new career options have taken their places.

As a person who is trying to navigate this economic world and carve out a living for yourself, here’s what you need to know:



We’re shifting towards information and customer service

Two industries that are undoubtedly on the rise, and are expected to be for a good long time, are the customer service sector and information technology sector.  While automation is taking over many manufacturing positions, people still need the personal service of experts.

Those experts could have a high degree of understanding of computer systems or cyber security, or they could be experts in something like cosmetology.  But the point is that people need fewer disposable workers, and need more and more experts.



Now is the time to be your own boss

There are more opportunities than ever before to “be your own boss” in the modern economy.  Thanks to the internet, you can market your services as professional in almost anything all across the world.  There’s bound to be a market for almost any service you can dream up, as long as you can market it!

Never forget this option, and always be looking for ways to carve out your own niche profession out of your hobbies and interests and create your dream job.


Internet skills are everything

If you don’t know anything else about the rising economy, know that you absolutely need to have computer and internet skills to succeed.  Employers are looking for people who are tech-savvy and know how to deal online, because that’s the direction that everything is going in.

If you have great internet/social media/computer/cyber skills, you’ll surely be able to find a profession with some company or individual, if not yourself.  So make sure you’re staying up to date with the latest technology, no matter how head-spinning the pace of change is!


As always at InteriMarket we are keen to help connect relevant professionals with recruiters, we are offering a platform for peer to peer growth, networking and better yet – the hub for all opportunities. Join us and find out more if you haven’t done so already! Recruiters if you would like to know how we can help you too, please get in touch.

written by Bhumi for Coding brains section(s).

Don’t Make These Common Mistakes As A Beginner Interim Professional

So you want to be your own boss?  Starting an interim career is an exciting time for any beginner.  Your mind will be full of dreams of all the extra time and leisure you’ll have with a flexible work schedule (but trust us, there’s never as much time as you think).  You’ll be daydreaming about the moment you can tell your boss at that job you hate that you won’t be coming back at the end of the month.

But if you’re like most beginner interim professionals, you will probably also be quietly setting yourself up for a set of common mistakes which plagues many interim professionals.

Read these tips, write them down and take them in.  Constantly work to avoid these common pitfalls, and you’ll see success more quickly than you could imagine!


Don’t take advantage of yourself

As a new Interim, you might be tempted to believe that you should have to work for low, entry-level pay that barely meets the bottom line.  After all, they’re hiring a newbie, and that can’t be worth too much, can it?

Be very careful not to sell yourself short.  There’s a reason you’ve decided to pursue an interim professional career, and it’s because you have a unique skill that qualifies you.  Just because you’re a beginner doesn’t mean you aren’t worth a decent wage for your time.

No, you won’t get the highest paying gigs when you first start out.  But do your research on the industry and find out what the reasonable, moderate pay rate is.  You might think it will take too long to secure clients if you’re asking for standard pay at entry-level, but the truth is you’ll just be making more money faster, even if you have to throw a lot of pitches out there in the beginning.


Have confidence

Beginning interim professionals often feel insecure and unsure about their new profession, leading them to lack the self-confidence they need to be successful.  Whether it be over your ability to market yourself, your skills themselves, or simply your fear of approaching potential clients, there are a dozen ways for a beginning freelance writer to feel self-conscious.

That kind of attitude, however, will seep into your career in unexpected ways.  Whether leading you to shy away from the better opportunities or to simply undersell your skills to clients, lacking confidence in your abilities as an interim professional will end up undercutting you.  You’re a star, so act like it!


Have self-discipline

Being skilled in your trade is only one part of the equation of success as an interim professional.  You also have to build up the organizational and management skills to successfully run your business.  From building portfolios to client searches to cataloging invoices, there are a lot of logistics you need to keep up with in order to be successful in your career.

Furthermore, you have to learn to be self-motivated to sit down and do your work.  You are accountable to no one but yourself and your client, and if you aren’t careful, that can lead to laziness.

Above all, you must become self-disciplined enough to know what you need to do when you need to do it, and to actually follow through with getting things done.  Otherwise, you’ll find yourself swimming in projects one week and starving for cash the next.

As always at InteriMarket we are keen to help connect relevant professionals with recruiters, we are offering a platform for peer to peer growth, networking and better yet – the hub for all opportunities. Join us and find out more if you haven’t done so already! Recruiters if you would like to know how we can help you too, please get in touch.

written by Bhumi for Coding brains section(s).

Graduates, don’t fear the world of work. Here are 3 things you need to know!

Three Things New College Graduates Should Know About The Working World.

It’s one of the most intimidating feelings in the world: you’ve just graduated college, you have your degree, and yet you have no idea how to employ yourself.

If you’re like most college students in many countries, you are probably deep in debt due to your education. You might be panicking, because with all that academic knowledge, you didn’t actually learn a lot about what to do in the working world.

Don’t worry – almost every college graduate goes through this phase, and there is so much help available.   As you’re starting your way out weeding through the working world to find a professional, consider the following three tips to help you get through:



It’s all about the soft skills

This is something that is absolutely not emphasized enough throughout high school or even college: soft skills are more important than you’ll ever give them credit for. What are soft skills?  Think communication, professionalism, leadership and general people skills.  It’s the kind of thing that will make your stand out in a job interview.


While you’ll likely be able to find a position with or without great soft skills, having good people skills is what will make you stand out for the next proposition in the workplace.  Or, if you’re looking for a more independent career, these are the kind of skills that will help people take you seriously as a professional.


If you don’t feel like you have these kind of soft skills, don’t worry.  There are tools at your disposal.  One of the most powerful organizations that teaches soft skills is an organization called Toastmasters, which centers itself on public speaking and professionalism.  Join this club, and you’ll have a competitive edge that most of your peers won’t!


You have to learn to sell your experience

One of the toughest things for college graduates is convincing a potential employer or client through a resume or application that you have the experience necessary to do a job.  It’s a vicious cycle; an employer wants someone with experience, but you have to have experience to get hired to gain more experience.

The key is to learn how to sell yourself.  For example, if you have been involved with an organization on your schools campus, be sure and mention that on your resume.

Detail any kind of management action you took with the club, such as planning group travel, coordinating a social, or even running an awareness campaign for the group.  You should also talk about these kinds of experiences in your job interview.  Chances are, you have more experience than you give yourself credit for!


Don’t get sucked into the wrong path

The big thing to remember during your post-graduate job search is that you’re looking for a job that will make you happy.  Extra money is not worth stress and hating your working life.  Make sure you follow a career path that makes you happy, stay vigilant, and success will follow.

Interim career may be a career path for many graduates as they leave education slightly un-decided or unprepared. There is great deal of help available from students career counsel and independent organisations, be sure to find what you need and ask for help.

At InteriMarket we are on a mission to help millions of mid-senior level interims and recruiters connect, collaborate and network with relevance, by helping you save time and money.

written by Bhumi for Coding brains section(s).

How To Market Yourself As An Interim Professional

There’s no doubt that being an interim professional is a lot of fun.  You get to manage your own working hours, clients, prices and business!  You get to call the shots (for the most part), and you’re always free to make changes where you see appropriate in your career.

However, there is a catch – you really do have to be a manager if you want to be an interim professional.  You’re only managing yourself and your clients, but it’s still a lot of work and something you must take seriously.


One of the many things you’ll have to learn in self-management is how to market your skills.  It’s important to find a relevant platform through which to connect to potential clients – whether that be a third party hosting site, job boards, emails or real life connections. Here’s what you need to know in order to market yourself as an interim professional:



Build a professional portfolio

It’s extremely important to find some way to show off your expertise.  How your portfolio will look will depend on your profession.  It could include clips of artwork, information on projects you’ve completed, articles you’ve published online, or anything else that demonstrates who you are as an interim professional.

While it’s good to have some kind of physical copy of your portfolio, ideally you should set up a website or other online platform to showcase your skills.  Much of your work as an interim professional will likely come from online networking, and not having an online portfolio could lead to countless missed opportunities.


Network, network, network

No, networking isn’t just important within the office!  Networking is an important element to all aspects of professional life, whether you’re looking for a promotion in your firm or higher paying gigs as an interim professional.

Networking as an interim professional, however, may look very different than making small talk by the food table at the office Christmas party.  Instead, you might find yourself networking online through social media and various blogs.  It all depends on your profession!

Clients will often hire interims who they have some familiarity with.  Find the circles, whether online or in real life, where the clients you want to work for are.  Immerse yourself in those circles in any way possible (email, comments, feedback, cold introductions, small talk), and you’ll find yourself soon chatting with the very people that you want to hire you!


Always be confident and professional

A key element of marketing is image.  When you’re conducting business, you should be constantly maintaining the impression you’re making with your behavior.  You want clients to consider you confident in your skills and very professional.

Therefore, take care to not come across as desperate for work.  Make sure you check and double check emails and written communications for grammar/spelling errors.  Even if you’re not as advanced in your career as others, make sure you develop self-confidence for the skills you have.

Maintaining a confident, professional image will go a long way in securing you the gigs you’re after, and it’ll help your reputation within your field as well.


As always at InteriMarket we are keen to help connect relevant professionals with recruiters, we are offering a platform for peer to peer growth, networking and better yet – the hub for all opportunities. Join us and find out more if you haven’t done so already!

written by Bhumi for Coding brains section(s).

This One Key Life Skill May Be The Make-Or-Break Factor Of Success

What if I told you that there was a secret skill that, should you master it, you would have a competitive edge over nearly anyone you’ll ever work beside in your life?

What if I told you that honing this one skill could mean the difference between a successful career and an average to low-wage position for the rest of your life?

 The truth is, there probably is a skill a lot like this: it’s called communication.

While it’s nothing you’ll likely be taught in high school, and you’ll only learn it in college if you end up in the right circles, communication might be the best-kept secret of success in the world.

The difference between a person that can communicate clearly and efficiently and a person who struggles with these skills is probably much larger than you know.  Think about it – if you’re a person that can communicate efficiently with others, you can have a much stronger effect on a team’s productivity.  You’ll be a manager rather than a worker, a team-builder rather than a follower.



Good people skills makes you stand out

When you have an exceptional way with people, other people notice.  If you always seem to know what to say, if you know how to keep the peace, if you’re funny and charming, you’re the kind of people others gravitate towards and admire.

It won’t just be your co-workers taking notice of this – so will your employers, clients, or anyone else you work with.  With good people skills, you’ll be the type of person who always runs into the next big opportunity, likely because someone else felt you were ready for it.


Impressions are everything

Having good communication skills means you make an impression where ever you go.  You’re the person that clients want to hire, you’re the person others want to be introduced to, you’re a person that comes easily to mind in many different situations.  It’s easy to underestimate what having a good impression on people does…


It’s a snowball effect! 

This is the key: standing out and making a good impression creates an insane snowball effect.  There are opportunities happening around the circles of your life all the time, no matter what you do.  Whether you’re a work-at-home, be-your-own-boss freelancer or an employee at a firm, new things are always emerging in your network.

Be the kind of person who stands out and makes a good impression, and you’ll be the one who gets first dibs on opportunities in life in general.  That’s it folks, that’s why communication is the make-or-break for success.  The advantage is HUGE.

And don’t worry, if you think you’re the worst communicator you know, this is a skill that can be practiced!  Use resources online and professional clubs such as Toastmasters to develop your communication skills.


At InteriMarket we are constantly helping our interims in little ways to ensure they can find great opportunities and engage in conversations, feedback and much more in one place. Join the relevant community of peers, ask for help and offer help where you can.

As we start to also invite selected Recruiters and Employers – relevant for our community, we are happy to speak with agencies or employers that feel we may be able to help them gain access to better quality top talent of our platform quickly.

written by Bhumi for Coding brains section(s).

How The Gig Economy Is Changing Lives And Business

Just about everything is changing in the 21st Century, and the economy is no exception.  While manufacturing sector jobs are being lost to automation, fewer and fewer people are relying on classic means of employment to fund their lives.

The new economy is going in many different directions, but one of those notable directions is towards the gig economy. 


If you haven’t heard the term, you aren’t alone.  While it’s popping up all over the internet, it’s still gaining traction in mainstream knowledge.  Essentially it’s a system in which people are able to employ themselves by lending their unique skills towards various gigs.


That means temporary work, no boss and a lot of different clients to work for.  This kind of profession isn’t exactly new, but it is on the rise.  Using online third party platforms such as fiverr.com, people are able to score “gigs” doing anything from writing a song to writing someone’s name on a beach and taking a picture. But there is a more serious and senior side to this too, which is starting to be serviced by us here at InteriMarket.



It’s an exciting new trend, as it’s opening up life possibilities for people all over the planet.  Here are a few ways the gig economy is changing lives and business: 

Business and home life are becoming one in the same

When you’re employed through the gig economy, you have probably found a way to seamlessly blend your working life and home life.  Whether or not you actually work at home depends on the nature of the gig, but your time is much more flexible.  Most people who employ themselves through individual gigs don’t have an office, through they may have a space in which they like to work.

The big point here is that the gig economy is making the concepts of “work life” and “home life” not all that different – just two parts of the same life rhythm.


You can create your own profession

While people have historically (and still do) had to employ themselves in positions they hate, the gig economy in some sense allows people to come up with their own profession.  As long as your skills are marketable and desirable to people with money, you can call yourself a professional!  Even if your profession is something as eccentric as building candy sculptures.


If you don’t manage well, stress is through the roof

One downside of the gig economy is that it does require management skills.  If a person doesn’t know how to sell and market themselves, or if they aren’t great with finance, they may find themselves struggling under the gig economy.  Anyone employing themselves as a freelancer through gigs should take extra care to be organized and efficient with their work, lest they run into necessary stress.


Like always we have tons of resources, support and understanding in the differences of this gig economy that seems to be slowly but surely exploding. If you are confused and need to know more, get in touch

Recruiters that want to engage with mid-senior level talented interims for real jobs can join us for free here too we have tons of hlep and offers!

written by Bhumi for Coding brains section(s).

3 most successful tips for Interims to stay in Top Form!

In today’s topic we are focusing on three Ways to being a More Successful, Organized Interim Professional. Becoming an interim professional is certainly an alluring career option; it means time flexibility and a general freedom that many professionals do not get to experience, including more money in many instances.

But when people start to make progress in their interim profession, they often find things are a little more complicated than they expected. You definitely have to be ready to manage yourself in order to be successful enough to make your interim profession a career.

Follow the following three steps to help get yourself kick started in the right direction to making your career more organized, productive and successful.

Know Your Worth And Don’t Settle For Less

When people first begin their interim career, they often lack the key trait of self-confidence that would boost their success. Many think of themselves as entry-level and in need of experience, so they agree to work for too-low pay.

You should honestly gauge what your services are worth and ask for pay rates which match this. But be careful not to sell yourself short, or to think of yourself as “entry-level” for too long. Don’t be afraid to ask for higher pay – because if you ask for it and you’re good, you’ll probably get it!

Do your research and find out the appropriate rates in the market for your experience level – just make sure you’re not letting anyone take advantage of you!

Brush Up Your Portfolio

One of the key tools necessary in making your interim career successful is a strong portfolio. Whatever your expertise – writing, architecture, accounting, etc. – make sure you build an impressive portfolio of your work to show to potential clients.

It’s best to use a free website hosting service to display your portfolio – try something like WordPress to build a professional looking profile that can land you the job every time.

Keep Up With Your Clientele

You should always keep account of who you’re working for. You’ll likely run through a lot of different clients as an interim professional, and you’ll want to write down your experience with each of them. Having a quick personal review and a contact info available helps you keep up with these clients for future work, or remember to reject them if you had a bad experience.

At InteriMarket we are constantly helping our interims in little ways to ensure they can find great opportunities aggregated for them, we engage in webinars and conversations, feedback and much more. Join the relevant community of peers, ask for help and offer help where you can. We also have great free trial periods and much more for Recruiters too!!

written by Bhumi for Coding brains section(s).

Top 3 Skills, Talent and Job Searches…

Progress is one of the most important factor in our wellbeing as individuals and professionals. With 2016 tucked away and plenty of new year’s resolutions underway for 2017, don’t miss out on being in the right place at the right time.

At InteriMarket we have been spending the month of December listening to our members and obtaining feedback, and we are amazed with the positive feedback especially for our mission of helping Interims across the globe as we grow to eliminate gaps, help connect recruiters and interims with relevance, and save lots of time and money for our recruiters and employers that hire top interim talent.

We looked at some of our early data and analytics, we have highlighted below briefly some interesting insights based on searches carried out:

Top 3 Job Searches:

Project Managers
Marketing roles
Finance roles
We also have great roles within software development, programme management and HR as we aggregate them from multiple job boards, whilst we continue to grow in the background.

Top 3 Skills Searches:

Change Specialists
Project Managers
HR & Recruitment specialists
We are actively adding to our exclusive invite only pool some of the most relevant and talent interim professionals and job seekers, join our growing community especially if you are looking for a job.

InteriMarket is committed to helping our Interim Members actively, so here are January’s Top 3:

Michelle, is a senior Interim Operations & Customer Services Director with several years of experience in helping companies transform some of their trickiest challenges. Based around Greater Manchester area her expertise lie in Consulting & Financial Services, available immediately.

Baljit, excels in liaising with high level stakeholders to boost engagement, improve ROI & act as your strategic business development consultant. He is based near Bath, with expertise over multiple sectors and is available immediately.

Kam, is a senior transformation programme manager with expertise in Supply Chain. It is one of the very sought after skillset. Based around Coventry with expertise in various companies he has been responsible for complete programme life cycle.

We have introduced searches with better filters for jobs and candidates, to gain most accurate matches as recruiters and job seekers please ensure when you join you enter as much information as you can as we rely on the data available for most accurate match making.

Not signed up yet? Join us now for free to access recruiter trials, great community and thousands of jobs aggregated and cleaned multiple times a week at “The Hub for all Interim Recruitment”

written by Bhumi for Coding brains section(s).

Enough with the “fit” nonsense…

The word “fit” has been used or rather misused so much in so many different industries and ways these days, it’s almost become the new “in” or “trendy” word for anyone that wants to reject a person, an idea, a proposal et el without giving a solid, logical & understandable reason.


Oh it so is the new replacement of the word “gut” or similar; which was always so doomed and discriminatory because businesses and decisions of life need a lot more logical and analytical intervention than the “poor old gut”. And to be honest it is not really a problem of “gut” or “fit” mostly it seems to be a problem of the decision makers biases and limitations.

So here’s the news for all those folks that decide to reject any one or any thing based on the word “fit” —  with all due respect you probably have no clue what the proposer is talking about, do you?



Let’s face it the reality is that nothing progressive, different, better or new is meant to be “fit” with any individual or organisation, it is meant to be different. As an example a recruiter or hiring manager rejecting someone after an interview need to provide better explanation than the “fit” or “gut” being an issue because quite frankly you don’t want clones — you don’t need the same of the same, you need different to succeed. And that is not going to “FIT” so stop making it an excuse of your understanding of the individual when you don’t have any other logical business reasons to reject. Embrace the different!

Cognitive biases doesn’t make someone bad or incapable, and so it is very much something that can be changed or developed further like any other skill. Awareness is the first step to adopting change needed.


Let’s take another example — unconventional business idea, art or even music as many have experienced get rejected so many times initially because people that are seated in the fortunate positions to judge, fear it. They do not understand it, and how dare something or someone they don’t understand be worthy of credit and acknowledgement? Am I hitting a nerve here? Or Am I?

Few other reasons to reject things, people or startups that are not the usual or same is lack of understanding, not being open minded to possibility and potential, not being accepting of the “different” and its advantages, and lack of interest in particular subject. And so I urge those people that reject ideas, individuals, proposals etc etc.. to think carefully of their own biases as it is very dangerous for not only themselves but society as a whole — there is so much we can read about these cognitive biases and how risky it is for individuals, businesses and employers to NOT consider the different.

I will leave you with a short article on the matter  here and if you are interested to learn more there is tons of other material that prove how risky cognitive biases can be, so check them out. It is a real and a much larger global issue than we realise.


At InteriMarket we believe that people are a lot more than their job titles, industry backgrounds and cultural backgrounds. Interim professionals / longer term contractors especially are pros at going into mess and helping straigthen it out. They have an outside perspective, experience and the right attitude to help organisations big or small impactually and quickly.

If you are hiring a talented interim – join us today and take up our excellent free trial offer as we have thousands of interim professionals on board. Make sure to assess core competencies and breadth of experience and novelty as it will add greatly to your teams when looking for excellent interims. For help with sourcing and shortlisting contact us.

written by Bhumi for Coding brains section(s).

Employment: A look back at 2016

From the controversial Brexit vote, to the Queen celebrating her landmark 90th birthday, to the phenomenal election of Donald Trump as the next American president, the year that was 2016 will go down as one for the books. The world of employment had its own assortment of newsworthy events that made the past 12 months rather interesting.

All the way from the new minimum wage legislation taking effect earlier this year to the controversial Pendleton versus Derbyshire court decision, we certainly weren’t at a loss for inspiring, or not so inspiring, developments in the world of employment. With that said, let’s take a look back at the year that was 2016 and a few events that made news headlines in some more detail.

Brexit: There is no doubt that the Brexit vote was by far one of the most surprising events of the year. While the sun thankfully rose unceremoniously the day after the vote, the employment market also continued fairly unaffected by the UK’s decision to break away from the EU. The country’s unemployment rate remained unchanged at 4.9% following the vote, with weekly earnings rising by almost 3%. While some political careers undoubtedly experienced a few setbacks (and others’ a shot in the arm) thanks to Brexit, the employment market thankfully showed remarkable resilience against anticipated effects.

New Minimum Wage: The new National Minimum Wage became law on 1 April 2016, increasing the minimum hourly rate for workers over 25 and who are not in their first year of an apprenticeship, to £7.20. This is will increase to a further £7.50 on 1 April 2017. If you’re an employee or an employer, refer to the National Living Wage’s website to check your eligibility for a wage increase and what your duties as an employer are to ensure qualifying employees are compensated properly.

The Network Rail Case: In October this year, a new father won a tribunal judgement against Network Rail that saw the claimant win £28,000 in compensation from the railway operator. Mr Snell applied for shared parental leave and discovered that he would be paid the statutory amount for the 12 weeks he would be away from work. The statutory amount of £140 per week is significantly less than the full pay granted to his wife. On this basis, Mr. Snell pursued a sexual discrimination case against Network Rail, which he subsequently won. The case sets a precedent for new fathers who feel entitled to equal leave pay-outs to that of new mothers.

The Rising Gig Economy: The numbers are in and 2016 was a great year for digital nomads, interim managers, freelancers, telecommuters and everyone else contributing to an exploding new work culture. The UK has seen a 20% increase in Interim Managers between 2008 and 2014, with more recruiters and employers looking to secure interim talent in the coming years. With cost savings and increased efficiency rated amongst the top benefits for companies, the business case for hiring Interims and contractors is becoming clear. In fact, the UK’s employment market is projected to consist of 50% self-employed professionals in the next five years, with independent workers also being the fastest growing market segment across the European Union.

The InteriMarket Launch: What made 2016 especially exciting for us was the launch of our platform. After months of research, development, debate, design and other pre-launch duties, InteriMarket stepped onto the digital stage as a platform specifically tailored to the demands of maintaining a successful career as an interim professional. Since our launch, we had a tremendous response from independent workers across the UK and have seen some unbelievably rewarding jobs secured on our platform. We have now already expanded our technology to Ireland & we look forward to 2017 where we will scale our technology to many more regions as the demand keeps growing.

It’s been a fantastic year for us and the countless interim professionals who have found great new opportunities on our platform. We’d like to thank all of our valued members who use InteriMarket every day – we hope 2016 was a year of success and rewards and that 2017 will meet you with even better prospects! Have a safe and blessed festive season – from the InteriMarket Team.

written by Bhumi for Coding brains section(s).

Five of the most exciting career prospects for 2017

Five of the most exciting career prospects for 2017

At InteriMarket, we’re all set for a 2017 packed with great new features, updates and a host of new career prospects for our members. We’ve seen a few humdingers for jobs on the platform and are happy to see our members seize these great opportunities to further their careers as interim managers.


We identified five of the most rewarding career prospects for the year ahead and am sure you’ll find many similar opportunities on our platform in the coming months. Enjoy!


  1. Finance Manager

This has been one of the most popular positions on InteriMarket to date. Finance Managers typically enjoy great salaries and high demand for their skills across many different industries. As a role that is less susceptible to jobs cuts and other economic influencers, Finance Managers can look to build thriving careers in their fields. With high earning potential for both interim and permanent FMs, 2017 holds a lot of promise for the financially gifted professional. Here’s a quick look at just some of the current positions in this field on our platform.


  1. HR Manager

Probably more susceptible to job cuts than their colleagues in Financial Management, HR Managers still enjoy a high demand in the UK’s employment sector. According to research by HR Review, “over half of interim managers are being hired to provide specialist skills that are absent in businesses, 41% of interims are being brought in to design or implement new business strategies and 38% to deliver special projects.” With pay rates on the increase and a steady rise in demand for interim HR consultants, the potential for great earnings and a rewarding career in the field are in abundant supply.


  1. Project Manager

Project Managers enjoy new and challenging tasks with every new undertaking. Sought after for their ability to lead from the front with attention to detail and strong people management skills, PMs can look forward to a year of massive employment opportunities. Project Management is one of the most rewarding career choices for interim managers who enjoy the intensity and diversity of the projects they work on. No project is ever the same and the plethora of skills seasoned PMs accumulate make them highly prized players in their field.


  1. Software Engineer

If you’re a player in the software industry, you get full marks for making good career choices. Fewer pros are in more demand than software developers who have what it takes to manage the technical aspects of building software systems, directing programming teams, scheduling, testing and releasing great products. With the average base salary coming in at £40 000 annually and over 20 000 job openings for the year, the opportunities to kick-start a great career in software development are in abundant supply. Here’s a look at a few software engineer jobs on InteriMarket.


  1. Marketing Director

Brand management has become a sort of esoteric discipline, mastered only by the initiated. A great brand can take virtually any small business and turn it into a worldwide sensation overnight. That’s what makes the best marketing managers such sought after talent – and it shows in the numbers. Marketing Land predicts that digital marketing jobs will hit 150,000 by 2020 and that, “…digital marketing salaries are rising and Ireland’s digital economy will soon be worth £21.1bn.” With the average annual salary for senior marketing executives at around £65 000 and with the world of digital content marketing reshaping the advertising industry, the demand for the most innovative and creative minds in this exciting career field is set to rise in 2017 and far beyond.


Here’s to a successful and rewarding year in employment

It certainly has been a year of sorts and we’re looking forward to beginning 2017 on a high note with some great new features being released in the coming months. Look out for amazing career opportunities such as the ones mentioned above and much, much more on the UK’s pioneering solution for interim professionals and talent seekers. If you haven’t yet, make sure you sign up with InteriMarket today.

written by Bhumi for Coding brains section(s).

Top Interim Trends: Rates, Skills & Jobs

It would be fair to feel that with Christmas fast approaching things would slow down especially in the interim professionals world. However, it seems on the contrary actually which is both surprising and good as it is possible to find and secure a role before Christmas to start in the New Year.

There are a few trends we are observing on InteriMarket the first one I would like to share is the level and specialisation that we see on the platform. Average interims joining us seek for a day rate of £800 per day, which means that interims are joining us from £300 per day upwards to £1600 per day.

The second trend is the skill set we are seeing predominantly is from Finance, Technology and Human Resources. We are also seeing increasing numbers of Marketing and Transformation / Business Consultants joining. And in light of this we are simplifying a lot of our platform including networking this month, to help with better and more relevant networking.

Finally, It is the jobs that we see trending with a few quick links below:

Head of Problem Management, London £600 p.day

Network Engineer, SW London £500 p.day

Interim Commercial Lawyer, London £500 p.day

Senior Solutions Architect, West Yorkshire £800 p.day

Operational Risk Manager Banking, City £650 p.day

Let’s help! Jobs for you and your network, pass them around if you know of interims looking for brand new roles. Thousands more jobs refreshed daily, simple sign up, easy to use platform and great growing community. 

If you need any advise or seek career support please feel free to contact us.

written by Bhumi for Coding brains section(s).

Guide to Successful Interim Career

A Beginners Guide to Successful Interim Career

written by Bhumi for Coding brains section(s).

Upwork, Fiver & InteriMarket: How we aide the change in Gig Economy!

Job trends: How software is shifting the employment landscape

Remember the days when job hunting meant circling adverts in the back of a newspaper? Back then, many companies relied on traditional recruitment agencies to get them the right candidates – often a lengthy and expensive exercise that produced limited results.

Enter the digital age: the employment landscape has shifted in huge ways thanks to the development of software and web tech that makes it easier, quicker and cheaper for employers and employees to connect. Here we look at three key names that are reshaping the employment industry today.




This platform allows companies of all sizes – from start-ups right through to mega multi-nationals – to source talent across a wide range of career fields by tapping into the online labour pool in the global digital marketplace. It’s basically a huge database of professional freelancers who can be hired on a short-term or ongoing basis and paid per hour or by project. Upwork is home to everyone from web developers to content writers and accountants, and companies can recruit them into virtual teams if necessary.


People from all over the world can also start companies on Upwork and advertise their skills as a ready-to-go team. Upwork provides cloud-based tools to allow members to track work progress and collaborate from anywhere they like.



Similar to Upwork, Fiverr allows companies to source virtually any skill – from architectural design to karma cleaning – from anywhere in the world. Services start at $5 and go up from there, with “sellers” setting the price for the “gigs” they offer. Generally, relying on Fiverr is a very affordable way for companies to get projects done. They can outsource just about all of their tasks while seriously slashing overheads.


It’s a revolutionary concept; companies can leverage the growing gig economy to support new models of doing business. Offices can be moved online, and managers can access the top talent they need even if it falls beyond national borders.



Then there’s InteriMarket – a unique hybrid platform focussed on the mid-senior longer term contractors and Interim gig seekers, currently focused on UK&I. This website makes it easy for interim workers to build their careers, network with likeminded individuals (often tricky when you are working on your own), and develop long-term strategies around their choice to operate as interim professionals. InteriMarket’s mission to help interims eliminate loss of earnings and gaps between employment by providing all jobs in the same place truly becoming “hub” of jobs.


InteriMarket showcases the hottest interim jobs on the market and uses “smart jobs advertising” (relying on intelligent data matching) to connect candidates with employers who are the perfect match for their skills and goals. Recruiters and employers benefit from month long free trials, full data base access and easy to use job postings with email and social  media boost.


Jobseekers don’t need to worry about time-consuming registration processes – they can use their existing Google or LinkedIn account to get going in a matter of seconds. Profiles punt their core competencies and feature a one-minute video to enhance impressions. To explore the latest jobs, connect with other interim gig seekers, and start using the other useful features of InteriMarket, sign up for a free account here.

written by Bhumi for Coding brains section(s).

It’s not all bad news with IR35, sometimes it’s about preparation!

IR35 may not be all bad, understanding more about it may help prepare interims / contractors better

In April of 2000, new legislation came into action to curb the possibility of fraudulent tax filing by contractors or personal services companies and to ensure strict adherence to tax rules and National Insurance Contributions (NIC) obligations. The IR35 regulation aims to clear up any ambiguity around a person’s status when engaging a company for interim services rendered.


What every Interim Manager needs to know about IR35

The regulation has some implications for Interim Managers that we’ll be covering in this article. We’ll highlight a few important factors around IR35 and what you can do to ensure that compliance concerns don’t become an administrative burden as you nurture a career as a successful interim professional.


Who does IR35 apply to?

The regulation applies to anyone who acts as an employee of a company. What this means is that if the services you are rendering are on premises and are equal to that of a full-time employee’s daily responsibilities, or you are in fact replacing an employee, then you fall within the scope of IR35. With this said, the rules on whether someone falls within the scope of IR35 aren’t hard and fast.


If you are able to provide satisfactory evidence that you fall within the scope of a self-employed individual, or that of a personal services company, then IR35 regulations do not apply to you. This typically includes individuals who work on short term projects or join companies as consultants to provide specialised services for very specific business objectives.


So where do you fall within regulatory stipulations?

Assessing where you fall within the regulatory stipulations can be somewhat complex and requires some self-assessment. Also keep in mind that for each engagement, you’ll need to assess whether your services fall within the IR35 regulations or not. Moreover, this means you’ll need to allocate your income streams accordingly. For example, if you are earning money from more than one contract, you’ll need to allocate the income that falls within IR35 to accurately reflect and meet your tax and NIC obligations.


While the waters can seem murky with respect to IR35, it’s important for Interim Managers to assess themselves on a per contract basis. We’ve included a few key questions that will help you assess your position.


If your answer is “yes” to most of these question, you probably fall within IR35 regulations:

  1. Are you the sole person responsible or capable of performing the work?
  2. Are you required to be physically present at the office to perform your functions?
  3. Do you get paid for overtime work performed?
  4. Do you have a direct superior that you report to?

If your answer is “no” you more than like fall outside of the IR35 scope:

  1. Are you liable for any unsatisfactory work in terms of time and money?
  2. Are you free to hire other people to do the work you have taken upon yourself?
  3. Do you pay people you hire out of your own cash flow?
  4. Do you provide the equipment you need to do your job?


Where can you go for more information?

If you are unsure about your status with regard to IR35, it’s best to seek professional advice. Also, if you feel that you should not have to comply with IR35, but it has been ruled that you must, you can make an application to the HRMC to have your situation reviewed and ruled upon. Alternatively, you could seek legal counsel to assist with an appeals process to have the ruling overturned.


There are some benefits to IR35 you should be aware of

It’s not all bad news for interim professionals grappling with IR35. If you do fall under the regulation, watch out for tax benefits that include a 5% intermediary expenses provision, claims against travel and accommodation, private medical insurance, professional indemnity cover and others.


At InteriMarket, we’re always looking to find ways to make your transition to the world of interim management both practical and rewarding. Make sure you check back for more useful insights into the world of interim management and check in with your InteriMarket profile for the latest gigs.

written by Bhumi for Coding brains section(s).

4 Hot Interim Roles Roundup

Here’s our latest hot interim gig roundup

Wondering what’s happening in the UK job market right now? It’s time again for our regular blog post where we highlight a few of the top positions that are available. Have a look at our four handpicked choices below and use the tools available on InteriMarket to get your resume ready and network your way to success.


Creative Director (Strategy, Design, Front-End, Multi-Channel)

Are you a senior digital creative keen on reeling in £700-900 a day? A global consultancy in London is on the hunt for someone who can drive creative strategy and work with a number of teams to develop high-quality solutions to meet clients’ business needs. You need a firm grasp of user-centred research; content, brand and marketing strategies; design and more, with strong experience in Information Architecture. The ideal Creative Director would have a degree and around 15 years of experience, and would be expected to play a key leadership role in the organisation.


Interim HR Project Manager

If you have experience in change management within an HR shared-services environment and are looking for an exciting new project to tackle, this could be the gig for you. An interim HR Project Manager is needed in South West to effectively merge the HR services of two independent organisations into one streamlined, cost-efficient service. Analytical skills are a must, and some coaching and development skills will also be needed to make a success of the job. Sound like you? This is a 12-month gig that pays between £50 000 and £60 000.


Programme Manager – Agile Delivery/Coach

A top Financial Services organisation in Central London is looking to recruit an Interim Programme Manager to help them with a major transformation programme. Interested? If you have very recent experience in the Financial Services sector (within the past two years) and have previously rolled out Agile ways of working across business operations, this contract gig could be tailor-made for you. Add to the mix a demonstrable background of being able to consult on desired outcomes, and you could be taking home a cool £750 a day.


HRIS Specialist

This is an opportunity to work three times a week and pocket £400 a day. A company in Warwickshire needs the expertise of an Interim HRIS Specialist to help them maximise the use of their SuccessFactors system. The successful candidate would be in charge of completing the rollout of the Talent modules, which include Development Planning, Succession and Employee Profiles. They would also serve as a technical expert advising the Talent Specialist on optimising the potential of the system. If you have experience in these areas, consider sending your CV their way today.


Sign up to keep track of the latest gigs, connect with thought leaders and peers in the interim community, get the freshest industry news and insights delivered to your inbox – and much more. Use your Google or LinkedIn account to complete registration in under a minute.

written by Bhumi for Coding brains section(s).

You asked for it, we delivered it with InteriMarket.

InteriMarket was established with a mission to helping interims and longer term contractors engage in meaningful transactions, relevant networking and finding all jobs in one place. It’s a heavy mission but we are not scared, infact we are taking it in smaller strides each day to getting one thing right at a time.

We have changed so much in merely 4 months since launching, and we keep changing for the better accommodating our members wish lists and addressing recruiters pain points.

With lots more going into the tech over the coming months, here is what we offer to our different member groups at present.



The roundup of our current services includes:

  • Relevant Networking in seconds:Our interface makes connecting, messaging, inviting contacts and engaging groups seamless. Knowledge-sharing and collaborative working activities are completely free.
  • Interim Jobs Hub:We aggregate and refresh thousands of jobs daily, so you can find jobs based on your competencies and accurate keyword search results. Suggested jobs and Fine-tuned searches all in one place to meet your specific geographic location, availability and skill-set more accurately.
  • Completely Free: InteriMarket is 100% free for our Interim professionals for the first year where we are giving away premium memberships at no cost for full year so you can network, make new connections and share information.
  • Smart Jobs Advertising:Smart jobs means recruiters find the right candidate with the right skills through matching core competencies and other attributes with their exacting requirements. The InteriMarket platform is designed to correlate and link recruiters and jobs seekers through intelligent data-matching.
  • Talent Scout:Search for talent based on relevant core competencies and keywords, or perform additional searches through location and duration, allowing you to really hone in on your talent pool effectively.


No more CVs for recruiters that do not meet basic core competencies and skillset. From industry experience we know that recruiters and employers have no more than 30 seconds to skim through CVs so here we help you by ranking your candidates as best fit and intelligent profiling.

Members ensure you get the most out of InteriMarket by filling out your profile comprehensively. Sell yourself, your team or your business effectively by getting creative on your one-minute video to make your profile engaging and interactive.

For recruiters, refer to our hints and tips to help you further develop your smart jobs and conduct talent scouts. Your feedback has been pivotal to our success so keep it coming by getting in touch with me directly or using our simple contact us form for any other questions or comments.

written by Bhumi for Coding brains section(s).

36th Business Startup Show – Don’t miss out!

Here’s what you can expect at the Business Startup Event

Have you diarised November 17-18? If not, you should, because those are the dates for the 36th Business Startup Show, which will be held in the London Olympia. Europe’s biggest business exhibition for startups. It’s a prime opportunity for entrepreneurs looking to start or expand their own business ventures. InteriMarket will be there – and here’s why you should too.

More than 25 000 people are expected to attend the bustling event, which is being held in association with Global Entrepreneurship Week United Kingdom and runs alongside Going Global and The Business Show 2016, two other key exhibitions in the British business scene. The Business Startup Show is free and open to the public, so all you need to worry about is your transport – and business cards.



Great networking opportunities

Thousands of businesses will be represented and there will be loads of chances to network with people from different backgrounds and industries; you can make useful contacts for possible employment and or exciting collaborations. Some of the networking features of the event include Speed Networking – a corporate twist on classic speed dating (minus the romance), FaceTime and the 4N Networking 212 Roadshow.


Free skill development 

It’s not just about meeting people and making connections – The Business Startup Show is a place where you can advance your skills and learn some completely new ones. For a start, more than 250 seminars will be offered, where visitors can glean tips and secrets from top names in the country’s companies. This is the type of advice you’d normally have to pay a consultant thousands of pounds for – but between 10am and 6pm on Thursday the 17th, and 10am and 5pm on Friday the 18th, it’s totally free.

In addition, visitors can sign up for a few of the 12 Master Classes that will be running at the show. These cover topics like brand leadership, e-commerce cashflow, profit building, digital marketing, the much-raved about Big Data, trading from home and more.

For those wanting to hone their digital skills specifically, the Google Digital Garage will be a learning space offering training to boost your online presence. This kind of thing is useful for budding business owners and interim jobseekers alike – in the constantly–shifting digital world, one needs to keep their toolset fresh.


Talks by industry leaders

As if all of the above wasn’t enough, there will also be keynote speeches (and Q&A sessions) delivered by a wide range of top business names, including local corporate celeb Hilary Devey CBE, the founder of Pall-Ex; fashion retail guru Touker Suleyman; Steve Parish of Crystal Palace F.C fame; Raja Saggi, head of marketing at Google; James Carr, e-commerce manager at Facebook; and the deputy mayor of London, to name but a few. It’s a rare chance to catch all of these stars in their fields under one roof.


Pitch to potential investors

For those who are feeling brave, the show is also the perfect platform to pitch business ideas to potential investors – who knows, you might just seal the deal on the spot (it’s happened before).


While you’re waiting for the show, why not sign up for a free InteriMarket account? You’ll have access to the hottest gig listings, as well as networking opportunities with likeminded people.

written by Bhumi for Coding brains section(s).

3 Key Tips for Interims

Three Key Tips for Getting Your Interim Career Off the Ground the Right Way.

At InteriMarket we are committed to helping Interim professionals – seasoned or new entrants in understanding what it takes to become a good interim resource and how to continue to remain so.

This blog is designed to engage with new entrants or professionals that may be considering interim / longer term contracting as a career option in the future. Let’s face it – becoming an interim is not all great, I have shared some of the challenges and benefits to businesses of this career choice in my previous blogs. However, what helps Interims is if they knew upfront what they needed to do from a stepwise guide process to get you started.

Bit about me

I am Bhumika Zhaveri, CEO of InteriMarket, a pioneering online platform for interim jobs and talent. I have been an interim professional for few years before embarking on this journey. I have seen the good, bad and the ugly of being an interim and so in order to help peers we have launched InteriMarket. In this blog, I’d like to talk to you about three must-do’s to ensuring your career as an interim consultant gets off the ground without a glitch.



Entering the world of interim employment may seem daunting at first, but once you know what the steps are to getting your new consultancy off the ground, you’ll soon find the rewards far outweigh the initial uncertainties. So, the 3 key factors in ensuring you are off to a smooth start are:


  1. One: Set up your company profile or register as a sole trader: To make the best impact and making registering with service providers easy, setting up a company profile is a good option. Some key tips when setting up your company are: one, pick a company name that communicates what you offer succinctly. Two, get a website that showcases your expertise and three, keep it professional at all times. If you’re setting up as a sole trader, make sure your business profile is in top shape too.


  1. Two: Salaries, tax and invoicing: Be sure not to get caught up in often confusing tax obligations. It’s best to seek the advice of a financial consultant or HMRC to help clear up any uncertainties. While you don’t need to be TAX registered from day one, making sure you understand what’s required of you is strongly advised. Once you hit the VAT threshold relevant to you as a sole trader or a limited company, you want to be sure you’re prepared to the regulatory requirements relevant to your status. Here is a link for quick access to HMRC for queries.


  1. Three: Get professional insurance today: While no one ever wants to call on indemnity insurance, it is important for you to get the right insurance in the event of litigation against you by a client. If you’re a limited company, make sure you get insured as both a company and an individual, to safeguard yourself against being sued as either.


I hope this was useful, join us today for some more tips and insights on all things interim. Make sure to check out the latest hot interim jobs and talented interim candidates at www.interimarket.com – Built by Interims for Interims!!

written by Bhumi for Coding brains section(s).

Interim Managers, from Football to Businesses!

The measure of an effective interim manager


It’s tough to make an impact at any new company within a short space of time. This is a challenge that all interim workers face and are familiar with, but for interim managers, it’s a whole different level of pressure. With all eyes on your every move, the pressure to perform and get results without upsetting the proverbial apple cart can be a tough gig – in a manner of speaking. We’re sure our national football team’s interim manager, Gareth Southgate, would agree.


Southgate is in the spotlight after taking over from his predecessor, Sam Allardyce, who fell out of favour with the English Football Association (FA) under controversial circumstances. Nevertheless, the criteria the FA and English football fans will be using to measure Southgate’s success are largely the same points that new co-workers and the C-suite will use to assess the efficacy of interim managers. Here are few tips on making a good impact in your next gig as an interim manager.



Making an impact within a short period is key

Interim managers, much like Southgate, who has been tasked with only four matches for the moment, are typically called in to handle specific projects, guide organisations through transitional periods, or stand in for an employee. Like super subs, they bring specialised skills and a keen eye for opportunity to the table. These temporary managers can be an efficient, cost-effective solution for businesses, or sports teams, who find themselves trailing in performance against competitors.


Interim managers need to be great playmakers

Good interim managers need to quickly identify opportunities to improve processes, bring people together and rally them around their cause. They need to assess the needs of the organisation quickly and set targets for performance and then do whatever it takes to reach them. They also need to be strategic thinkers while remaining focused on the goals of their contract, working to deliver results as rapidly as possible by bringing the people around them together to meet wider business objectives.


They often need to steady a veering ship

Interim Managers often step into situations where immediate action is needed to bring a business, or business unit, back on course. To do this, they have to get to know their colleagues almost overnight, at the same time leveraging their interpersonal skills to manage scrutiny, criticism and conflict. But sometimes you simply inherit what Southgate refers to as a mess (one can see why when considering the latest fixture result against Slovenia). Getting things back on track will take a strong conviction and experience in managing different or opposing values and perspectives within the organisation.


Need an interim manager who can make an impact in your organisation?

Temp managers can bring fresh ideas and inspiration to tired, staid organisations, and it is hoped that Southgate will be able to do this for our beloved national football team. Demand for interim managers is expected to grow, particularly in the realms of project management and digital transformation.

For those looking to make a career of this type of work, there has never been a better time. To see the interim manager positions available in your area and to connect with professionals in your field, sign up for a free InteriMarket account today.

written by Bhumi for Coding brains section(s).

Top Hot Interim Gigs Roundup

Here’s our latest hot interim gig roundup

In prior articles, like this one, we discussed how there has never been a better time to be an interim job seeker in the UK. Well, we’re happy to inform you that since that last blog, new gigs have been coming in thick and fast across all industries and experience levels on InteriMarket. To give you an idea, we’ve rounded up another top five list of positions that have recently become available. Read on and get your profile ready.


HRIS Project Manager – Innovative E-Commerce!

This is a high-level position with serious responsibilities and equal rewards. A global e-commerce business is looking for a Project Manager to handle the implementation of their newly-selected Human Resource Information System (HRIS), globally.  You’ll be working with a large HR team from across the globe to ensure the successful delivery of the project, from concept to completion, according to agreed timelines.


To qualify, you need to be deadline-driven and have solid experience in driving system implementations of cloud-based SaaS platforms, with a firm grasp of the technical aspects of these systems. Interested? You could be earning ‪£45,000 – £60,000 a year on a contract basis.


Marketing Manager         

‪Are you keen to spend some time at one of the world’s best-known media and entertainment companies? Their London offices need a talented Marketing Manager to come onboard for three to six months. If you’ve got experience in creating top-notch content and multimedia campaigns, and maybe a spot of studio work too, you could be a good fit for the role. It’s an opportunity to boost your brand strategy and campaign delivery skills while taking home around £250 a day.


HR Systems Project Manager

‪A large housing association in Central London is on the hunt for an HRIS Manager to oversee a business change project. The goal of this project is to adjust and streamline Human Resources across the organisation.


This is an exciting role that will see the successful candidate managing changes to the legacy HR systems and migrating the payroll data onto an HCM system, among other duties. It’s a contract that’s expected to range between six to nine months, with wages of between £450 to £550 a day. If you have the requisite experience in HRIS implementation or integration and housing, as well as a strong understanding of procurement using OJEU methodology, this could be right up your alley.


Construction Manager

If you have experience in the field of construction management and can demonstrate a successful track record in the installation of cladding and metal roofing systems, this could be the job for you. Add to the mix your commercial skills and strong organisational abilities and you could find yourself in charge of multiple projects in the distribution and warehouse sectors.


During this six-month position, you’d be reporting to the directors of one of Europe’s biggest building envelope contractors, and earning upwards of £220 a day.


Digital Project Manager

An integrated full-service creative agency in the heart of London is looking for a candidate to fill a one-month post. You’d be earning a daily rate in the region of £320 while working on one of the world’s top automotive brands.

‪The bulk of the work is focused on communications and display, but there are also some web building and other technical aspects. If you have experience working with large budgets and delivering targets on time, this might be the gig for you. More permanent posts may also become available.


To apply for any of these roles and to see the other great jobs that are being added daily, sign up for an InteriMarket account today. It’s free and will take less than a minute of your time.

written by Bhumi for Coding brains section(s).

InteriMarket off to Dublin to misbehave this week!!

InteriMarket off to Dublin to misbehave this week.


“We aim to misbehave” – the tagline, that first got me really intrigued about Uprise Festival in Dublin.


So, what are they all about? In a nutshell they are all about startups, recruitment, investors and collaboration. They have a different way of looking at how startups are engaged and from my understanding it sounds not only different but also more personal.


InteriMarket is surely taking part in this upcoming event on 20th October in Dublin, we will be exhibiting our platform, engaging with everyone first hand and making the most of the colorful day that Paul and his team have worked so hard to set up.


We will be joined by several other startups at various stages in the lifecycle, investors and other attendees, you can check out their profiles here and for more information on the venue and details click here


If you are attending, come find us @InteriMarket stand, you can follow us before the event on TwitterFacebook and LinkedIn.

written by Bhumi for Coding brains section(s).

Reasons why you need to start hiring Interims as a savvy business!

Four reasons small businesses should consider interim and contract workers

Gone are the days when interim and contract work was done by low-skilled employees and restricted to the realms of admin and support in a company. Interim workers today are highly skilled and function across career fields, playing a key role in sustaining businesses and the economy. Interims can fill short-term skills gaps while saving employers money – a big reason why small businesses ought to be considering them as part of their growth plans. In this article, we discuss the benefits hiring temporary workers provides.

Cost savings

One of the biggest advantages of interim employees is the positive impact they have on the company budget. Because they are hired to fill a short-term need, they can be paid for a fixed amount of work. They do not require long-term contracts, nor do they need benefits like healthcare, pension funds, paid leave and other extras. This means that they can be given a good wage, while keeping expenditure lean. Cost savings in this area can help companies to expand and reach the point where they are able to create permanent positions for the same or different employees.

 Risk reduction

Small businesses and start-ups face big risks while they are getting off the ground. This includes financial risks, as well as staffing issues. It is advisable for businesses to keep their operations as small and as streamlined as possible initially, keeping the number of full-time employees and overheads to a minimum. They can build the team as they establish themselves.


Hiring interim workers is an intelligent solution; they can be brought in to support a small core staff component. At the same time, the employer does not have to worry about being locked into a cumbersome contract with someone who may turn out to be an imperfect fit for the job – and a cost to the company.


Need fulfilment

Many small businesses have seasonal bursts of productivity where they need a few extra hands on deck to assist. They may also have permanent staff going on parental or sick leave. These are ideal situations for interim workers. They can be hired to meet demand for the duration of the big project or leave, and be let go (as per agreement) when it comes to an end. Their need for income and work is met, as is the company’s short-term skills gap.



Relying on interim employees gives small businesses a great deal of flexibility, while providing access to top talent. Many experienced workers have been retrenched, are in between jobs, or have chosen to do temporary work for lifestyle reasons. They can contribute to a small business on terms that are accommodating of both their own and the employer’s needs.


If the interim employees make such a good impression that the business decides they would like to offer them a full-time position, this is always an option. Many interim and contract workers transition to permanent employees in this way. The initial contract can serve as an excellent way of testing the waters for both parties.


InteriMarket connects interim job seekers with the posts best suited to them by using intelligent data. To find out more, sign up for a free account today.

written by Bhumi for Coding brains section(s).

Recruitment is swiftly moving into becoming paperless!!

Is the paperless office coming any time soon?

The dawn of computers and email was heralded as the beginning of the end of business-reliance on paper, but a fully electronic work reality has yet to come about. Despite the proliferation of smartphones, tablets and other trusty tech sidekicks we adorn ourselves with, paper is still very much an office stalwart as we continue the battle against reams of documents in our inbox trays, printers, fax machines, et al. Will we ever see a truly paperless office? And should we even be aiming for one?


In the 1970s, speculations started to be made about a future paperless office. When businesses began to head in an electronic direction in the 80s, it seemed certain that work would become entirely digital. But in 2016, we use more paper than we did before; according to Forrester Research, we make a whopping one billion photocopies a day. What is behind our dependence on tactile documents?


The legal requirement for paper

Most companies still need printed documents to function effectively – it is simply not possible for them to cut out every ream of paper from their operations. Security concerns are also a big issue; to avoid hacking and the compromising of sensitive information, important documents tend to be stored in print form. By law, tax papers and certain other documents, such as contracts, may also need to be stored in print form.


Another obstacle to going paper-free is the expectations clients may have when it comes to invoices and receipts. Not everyone is equipped to handle trade electronically; they may lack the necessary skills or tools. In addition, some staff may need to work on hard copies to check information, design, layouts and so on – all of which can be difficult to do entirely on a screen.


Is your IT geared for a paperless office?

A further cause for pause is the need for an advanced, reliable IT set-up in the office in order to go – and stay – paper-free. This includes good hardware and software (and updates), a technician who is on hand to take care of maintenance and issues, and anti-virus and other security measures. Data needs to be clearly and carefully labelled, and regular back-ups must be performed.


The promise of a paperless office is still a dream worth pursuing

For a start, digitisation of paper-driven processes has an eco-friendly message that’s tough to dispel. Less paper means fewer trees needing to be cut down and pulped. A paper-free workspace, even if partially so, is also less cluttered, better organised and more efficient.


Working digitally makes it easier for employees to share information, even if they are miles away – facilitating the move towards another phenomenon: remote work. Cutting down on the amount of paper used also saves space – bulky storage cabinets can be jettisoned in favour of larger work or rest areas. As an added bonus, reducing paper usage lowers business overheads, saving the company money.


Recruitment’s gone digital in a big way in recent years

Recruitment is one process that has easily and effectively been digitised, with continuous advancements in job search technology. InteriMarket taps into this, using intelligent data matching to connect candidates and employment opportunities. To see how this can work for you, register for an InteriMarketaccount today.

written by Bhumi for Coding brains section(s).

In figures: the current state of the UK job market

In figures: the current state of the UK job market

In conversations about the state of the UK employment market, Britons have been expressing grave concern of late. Fuelled by uncertainty in the wake of Brexit, predictions around jobs availability was fairly gloomy and young graduates were being urged to seek work abroad. But labour figures released in September 2016, released by the Office for National Statistics (ONS), paint a far more promising picture.


What the numbers say

Despite panic about the unemployment rate spiking in the weeks following the June Brexit referendum, this did not happen. Between May and July, unemployment actually dropped from the 5% rate it was at during the February – April period, to a slightly improved 4.9%. This is down from the 5.5% level of last year, and is the best the country has seen since the July – September quarter in 2005.


To put the following statistics into context, the ONS data is collated from all those over the age of 16; and people are classified as employed, unemployed or economically inactive (the employment category is taken to include part-time work).


Unemployment specifically refers to the number of people without work who are actively seeking and able to undertake employment, while the economically inactive label is applied to those who are not looking for work or unable to undertake it.


Let’s take a look:


  • In the last quarter, the unemployment rate went down across all age groups, including the 16-24 bracket, which usually sees the highest rate. In May-July, it was 13.6%, significantly lower than the 15.4% figure of a year earlier.


  • Flipping things to look at employment numbers, there has been a very exciting development. The employment rate, which, as of the end of the May – July quarter stands at 74.5%, is the highest it has been since 1971 – that’s as far back as we can go with comparable records. This percentage has been stable around Brexit; in April it had inched up from 74.4% of the previous period to 74.5% – and there it has remained.


  • Putting these percentages into numbers, we currently have 31.77 million people in work (total, including full and part-time employees). This is 174 000 more than for the February – April period. Of these employees, 23.25 million are in full-time jobs, which is an increase of 434 000 from the previous year – that’s no small leap. On the part-time front, there are 8.51 million workers, which shows an increase of 126 000 from last year.


  • To make things even better, wages are also on the up. The average weekly earnings increased by 2.3%, including bonuses, over the May- July period, from the previous year.


Now is a good a time as any to kick-start your career

So what does this mean for job seekers in the UK? It’s a good time to be looking for work, as there are plenty of good jobs with decent earning potential available. While the long-term consequences of Brexit remain to be seen, the current climate is one of growth and opportunity. To explore the positions in your area, sign up for a free job seeker account with InteriMarket today.

written by Bhumi for Coding brains section(s).

Rapidly changing future of jobs

Recruitment is rapidly changing from telecommuting jobs to interim employment and an ever-evolving digital landscape that touches all aspects of our lives – work is something that is being redefined in exciting ways. As technology advances, we are seeing new possibilities for productivity, with traditional office spaces and ways of doing business being rethought.

The cyber age hasn’t just disrupted the status quo; it has created a number of new job titles in the process. In this blog, we take a look at five job titles that simply didn’t exist a decade ago.


The future of employment: Five job titles that didn’t exist 10 years ago


Data Scientist

Called the “sexiest job of the 21st century” by Harvard Business Review, the role of a data scientist is that of a miner, analyst and advisor. Data scientists sift through and make sense of huge quantities of customer information – the Big Data we are always hearing about – to identify behavioural patterns and predict trends. Their insights are used by businesses to improve customer experiences. This job is in high demand and pays very, very well.


App Developer

2017 will mark 10 years since the first iPhone came out, with Android emerging to rival iOS in 2008. Since then, over one million mobile applications (apps) have been loaded onto online stores to be sold to smartphone and tablet users – and this figure is only going to grow. Programmers and developers who possess the skills needed to create user-friendly, original apps can carve out lucrative careers for themselves in this field.

Social Media Manager

A popular line of work for graduates of media studies today, social media management comprises a range of different jobs, many of which are freelance or interim. A post may call for someone to take charge of all social media interaction for a business or group thereof, manage online customer communities (think customer care 2.0), or update Twitter feeds, Facebook pages and other platforms with business news and events. The world of social media is only going to grow, and jobs with it.

 User Experience Design

Commonly referred to as UX, UXD, UED or XD, user experience design is a job focused on improving customers’ experiences of a product, like an app or website (it’s a mostly digital role). These designers work to make the products easier to use, more accessible, and more enjoyable – improving customer satisfaction and loyalty. User experience design is one of the hottest jobs around the globe at the moment, and will likely stay that way for years to come.

 Digital Strategist

As business moves increasingly online, the need for competent digital strategists becomes greater. These are SEO and SEM experts who know their way around blogs, social media and all other contemporary channels of communication. They identify marketing niches and needs and develop blueprints to help companies and organisations target them, managing their brand presence in cyberspace.

 To explore these and other interim jobs in your area use our simple jobs search as we aggregate interim jobs from all over UK. InteriMarket is free for job seekers so sign up today, if you haven’t already. 

written by Bhumi for Coding brains section(s).

Big Data is here and it’s time HR start to leverage from it.

Do we really know how far Big Data has gone especially in HR, traditionally HR has always been all about people, processes and some data may be; but as we move into a more technology driven digital age – HR is not far in how it can and should start to leverage the Big Data.


How big data is changing the role of Human Resources

We live in the age of big data. It’s everywhere. The world is being re-imagined because of it. Every day we generate, collect and share large quantities of information from our smartphones, laptops and tablets – and soon we’ll be adding TVs and fridges to that list. Big data is the new fuel that is increasingly driving businesses. Companies are jumping at the chance to gain a competitive edge through data analytics, and data scientists hold some of the most in-demand positions today.

The use of big data in the realms of marketing and customer relations is well known. But let’s delve into how it’s also changing the role and future of Human Resources departments.

Like big data, “sustainability” is another buzzword these days. To ensure economic sustainability going forward, businesses are realising they need to focus on their human capital. This means leveraging big data to find – and retain – the right candidates.

HR managers are becoming more aware of this, and big data is currently one of the top areas for tech spending by HR departments. It’s expected that by 2018, 6400 organisations employing 100 or more staff members will have implemented big data analytics. HR practitioners who don’t make this key adjustment run the risk of falling behind.

Big data is casting a new light on HR practices

The HR side of big data is often referred to as “human capital analytics”, and looks at the effect HR metrics have on organisational performance. This means examining staff turnover rates, engagement levels, individual performance scores, pay scales, and productivity. Mining these datasets reveals insights into trends, patterns and other predictors of behaviour.

The knowledge gained from the data can help managers to identify which staff members may be planning to leave, and understand the reasons for their dissatisfaction. They then stand a stronger chance of being able to persuade top performers to stay. Holding onto the best staff is key to the growth and stability of a company – they are an investment, and big data can greatly improve the return on human investment by cutting attrition rates.

Analytics is helping HR target only the best candidates

When it comes to finding candidates who are a good fit for the job, big data is also starting to play a central role. Firstly, it can pinpoint exactly what is needed in terms of staff numbers and skillsets. Secondly, it can prevent companies hiring unsuitable people, which is expensive and detrimental to productivity. One way this works is through intelligent data matching, where jobseekers are connected with the best possible opportunities for them.

Big data can also help managers to calculate the most effective pay scales, preventing under and overpayment. Overall, it equips managers to make better-informed decisions that help shape a more agile, streamlined workplace.


The quality and scope of big data is continuously increasing, and more skilled data scientists are becoming available to do mining and analytic work. In addition, analytics tools are improving, making big data explorations easier and more accessible for HR departments. Their role as talent managers has never been more important.


To find out more about intelligent data matching, and to see what jobs are a good fit for you, sign up for a free InteriMarket account, the hub for all interim jobs completely free for interim professionals.

written by Bhumi for Coding brains section(s).

Brexit: What does this mean for UK’s job market?

Recently in the last month alone I have been invited to write and talk about Brexit by a few very reputed business and human resources publications. Now, whilst I answered some of their questions I felt it best to reflect and write something for our own users and readers.


UK job market on a strong footing in the wake of Brexit

While the unfolding of the referendum to break ranks with the EU triggered significant and understandable panic among British employers and job applicants alike, it’s turned out to be a bit of a tempest in a teapot so far. The UK job market has shown surprising resilience in the months since the controversial vote – and things are looking positive for many jobseekers.


When Brexit happened, no one was sure what it would mean for workers in the UK. People wondered if salaries would be slashed as the country would certainly experience an ensuing economic slump. Graduates fretted about their future careers and many expats elected to stay abroad until the situation stabilised.


But none of the speculated dread-scenarios have materialised as yet. UK businesses have continued hiring new staff members and salaries have actually increased in the period during and after Brexit.



The UK employment market is on the up and up

The second quarter of 2016 was a positive one for the British labour market. Total unemployment in the run-up to Brexit from April to June dropped by 52 000 to 1.64 million, while the unemployment rate remained at a steady 4.9%, according to the Office of National Statistics. This is the lowest it has been since 2005, which is certainly cause for celebration.


Incomes are on the increase

Wages, excluding bonuses, rose by 2.3% during the same period, and salaries continue to climb post-Brexit. Researchers have found that there has been an increase in available jobs, salaries and application rates; the figures for August 2016 are significantly stronger than those from a year ago. The sectors showing the highest growth rates are the automotive, manufacturing, marketing, catering and construction industries.


Welfare dependence is decreasing

In an unexpected turn of events, the July statistics for the number of people on the dole showed that there had been a drop of 8 600 from June. It remains to be seen whether this decrease will continue, but initial thoughts are that it is a good sign.


The ensuing uncertainty also had some positives for temporary workers

Qualifying the above optimism around the job market, however, is concern from recruitment consultancies, many of whom reported a sharp drop in permanent job placements immediately after Brexit. This came as some employers, cautious about the aftermath of the vote, opted to increase interim placements instead of hiring permanent staff. However, this decision was unrelated to demand – there are still jobs that need to be filled, whether by casual staff or full timers.


While there is still a good deal of uncertainty about the long-term effects of Brexit, and it will take some time for the full future picture to emerge, it does look like the outcome for employment is unlikely to be anywhere near as bad as initially predicted. The market was badly shaken by the vote, but it is shaping up to be stronger than expected.


Currently the job market is ripe for gig seekers across the country. While this is more true for certain types of jobs and industries than others, countless opportunities exist for good earning potential – have a look at our platform to see what’s on offer. Sign up and find your ideal job today.

written by Bhumi for Coding brains section(s).

Attitude or aptitude: Which is more important in jobseekers?

How many times have you seen a job advert that is vague on the required qualifications but asks for a candidate who is a team player, dedicated and willing to learn? These days, the trend in hiring is for recruiters and companies to assess job applicants on their attitude towards their careers and life, instead of looking closely at their education and work experience. The idea is to hire on attitude, and train up skills as needed. But is this the correct approach to finding the best staff?


Attitude goes a long way

Big companies like Google and the USA’s Southwest Airlines have built reputations as employers who “hire for attitude”, and indeed, there are many indications that this tack has merit. Statistically, 46% of all new hires fail within the 18 months of starting their job, and a whopping 89% of the time it is related to attitude. Reasons include a lack of motivation, low emotional intelligence, temperament and other attitudinal aspects of the personality.


Attitude is widely accepted as a predictor of the long-term success of a new employee. This is because while skills can and do change and develop over a lifetime, personality largely remains the same. Employees who behave in a certain manner now are likely to continue to behave in that manner as the years go by – which is why attitude is so important. The requisite flexibility, passion and leadership skills can make or break a candidate’s fulfilment of their job description, while the ability to fit in with the culture and values of the company or organisation is crucial.



But few things beat solid experience and comprehensive skillset

However, the importance of aptitude in jobseekers also needs to be emphasised. 57% of businesses worldwide are facing a shortage of appropriately skilled entry-level workers, underlining the need for good qualifications and industry experience. Before hiring for attitude alone, employers must be certain that the candidate has the proficiency to learn the required skills to do the job; a relevant degree or certificate and prior work in the field can confirm this.


Employers also need to be sure that new recruits are willing to learn the skills in the specific areas required; if they do not have qualifications in these areas, they may be uninterested in undergoing extensive training in them. Training is also expensive and time-consuming, a consideration that employers need to take into account when hiring candidates based on attitude alone.


When focusing on attitude, there is also the risk that perfectly good employees with the right skillsets but poor interview skills might be overlooked in favour of more charismatic candidates. Similarly, there is concern that ill-qualified applicants might be able to “game” the recruitment system.


The perfect candidate possess the right blend of attitude and experience

All things considered, a balanced approach is probably the best one – an ideal candidate will have a combination of experience and a positive attitude. Both attitude and aptitude are important, and emphasising one over the other has definite drawbacks. It is infinitely possible to find applicants who check all of the boxes.


To learn more, sign up for an InteriMarket account today. Registration is as easy as logging in with your LinkedIn or Google account.

written by Bhumi for Coding brains section(s).

Don’t miss these hot jobs on InteriMarket

Four hot gigs on InteriMarket you shouldn’t miss

If you’ve been wondering what’s on offer on InteriMarket, and how to go about identifying top jobs, you’re in the right place. We have thousands of job posts you can browse, with new vacancies added every day. Searches are easy – simply enter the job title, keywords and location you’re interested in and browse the results; we’re confident you’ll find your ideal position. To whet your appetite, we’ve picked four of the hottest offers listed on our site right now – take a look.


Business Analyst – Gaming

Interested in big data and gaming? A well-known gaming and betting company in London is on the hunt for a seasoned Business Analyst to play a support role in a multi-million pound data transformation project.


If you’ve specialised in CRM and Big Data and have the right experience, together with the commercial mindset needed to help the company reach its targets and goals, this could be the job for you. Bring your excellent stakeholder engagement to the table, as well as your customer and process mapping, and attitude of always being up to a challenge, and you could be taking home £500 a day.


Digital Content Manager

One of the most popular job titles in the world of modern media, a Digital Content Manager position is a high-intensity, yet equally rewarding job within or overlapping the increasingly lucrative field of marketing.


The client here is looking for someone who is able to initiate, plan and coordinate all global marketing content updates to their main website and its related sites. The Digital Content Manager will work very closely with marketing teams, content writers and translators.


If you have basic web writing experience and knowledge of contemporary best practices, a degree of familiarity with image optimisation, strong communication skills and are well-organised, you could potentially be earning £300 a day on a 12-month contract.


Scrum Master/Release Manager

An established development team is looking for an experienced software engineering wizard. If you have a background in C or C++, that’s ideal.


They’re looking to hire someone who can manage fairly complex projects, taking responsibility for the entire process – including reporting, tracking, planning and re-forecasting. The work environment is mature, and the work itself stimulating. To add to these perks, they’re offering £400 a day with the possibility of long-term engagement.


Project Director

This is a prime opportunity for candidates from construction and engineering backgrounds with experience as a Project Director. A highly successful national business is looking to recruit someone to take responsibility for a large project that involves land reclamation, civils, construction and M&E work.


If you have degree-level education in Construction, Project Management, Engineering or a related discipline, the relevant experience, knowledge of NEC and other types of construction contracts, and good problem-solving skills, this might be the post for you. A salary between £80k and £100k is on offer, with a flexible benefits package and a completion bonus.


To find out more about these gigs and others on offer, sign up as an interim professional – it’s free, and you can use your LinkedIn or Google account to get set up in a matter of seconds.

written by Bhumi for Coding brains section(s).

Working trends: Telecommuting and Interim Professionals

Telecommuting: Is the rise of the digital nomad signalling the end of the office?

The practice of working remotely using an internet-connected computer is rapidly gaining popularity across the globe. In the UK alone, there are currently over 2.2 million telecommuting workers – that’s more than 7% of the country’s total workforce. These digital nomads work from home, coffee shops, client locations or other spaces outside the office.


The figures include those who telecommute on a full-time basis, or just one or two days a week. The majority of telecommuters work in the private sector, with around half being self-employed.


What is behind this burgeoning culture of remote work?

Telecommuting offers a range of benefits to businesses, with reduced operating costs at the top of the list. Companies are able to expand their teams without needing to expand their offices, and don’t need to supply equipment like desks, laptops and so on, as telecommuters typically operate without the need for traditional office amenities.



Another advantage that telecommuting brings businesses is access to a bigger pool of skills; they can hire top talent without being limited by location. This work model opens up, quite literally, a world of resumes.


More and more companies are shifting to virtual offices, with teams of workers based all around the globe. For example, an online media house may be headquartered in London, with an editor in Canada, a virtual assistant in the Philipines and writers scattered as far afield as South Africa and New Zealand. App-based taxi giant, Uber, has freelance customer service contractors in different countries for convenience.


Despite concerns to the contrary, companies like this are thriving, prompting changes in old-school mindsets of how best to run a workspace.


Studies show that employees who work remotely are generally happpier and more productive than their office-based counterparts. They have the freedom to work in their pajamas if they wish, do not have to deal with transport, and can easily stay connected to their colleagues and employers via Skype, Google Hangouts, Slack or other combinations of video and content-sharing software applications. This meets the needs of the new generation workforce for more flexibility in their working life, and many may explicitly request telecommuting during interviews for office jobs.


While most jobs offer at least the potential for a degree of remote work, some careers are ideally suited to telecommuting. These include copywriting, marketing, communications management, design, and remote IT support. Platforms like Upwork and Flexjobs facilitate the further development of this developing new culture by connecting jobseekers to legitimate, scam-free job opportunities.


While it is unlikely that all offices will go fully-virtual in the near future, technology’s constant disruption of the status quo will certainly prompt the rethinking of work practices and environments. To learn more about how technology can be leveraged to streamline hiring processes and connect gig seekers with new and exciting opportunities across the UK, register for your free InteriMarket account today.

written by Bhumi for Coding brains section(s).

Recruitment agencies: Are your recruitment strategies outdated?

The employment landscape is changing rapidly. Gone is the era of a single job for life. In this age of digital and social empowerment, and the rethinking of old ways of doing business, employees are becoming more and more vocal about what they want from their work. They are prepared to try out various jobs, or even careers, until they find one that checks all the boxes.


The modern workforce is shaking up the world of work as we know it and the application process along with it. As a result, recruitment agencies need to shift their approach to finding suitable candidates for their clients.


Securing the right candidates isn’t as easy as posting a job advert on a website or in a newspaper anymore; recruiters have to proactively engage them and find them where they focus most of their attention. In short, to stay effective and competitive in today’s markets, agencies need to revise their recruitment strategies and ensure they attract top talent.


Keeping up with modern trends and shifts

There is no time for inefficient recruitment processes today. Employers and employees alike have needs that must be met – and as quickly and easily as possible. This applies regardless of whether the positions on offer are part time, full time or temporary employment. Moreover, failure to match jobseekers with the right opportunities results in loss of time and money on both sides.


The old system of bulky, bland CV-sending is no longer enough. Recruitment needs to be simplified and streamlined to keep up with modern times.


Statistics indicate that two thirds of employees will explore a new career opportunity, with 41% browsing job vacancies daily and 70% of that pool applying for up to five new jobs every week. These job seekers are not just looking for better salaries than their current positions provide, though. They are drawn to jobs that offer flexible working conditions, benefits, training and development and opportunities for career advancement.



Leveraging recruitment technology

As candidates become increasingly active and selective in their search for new employment, recruitment strategies need to be innovative and engaging to meet changing trends. Technology can be used to this end; leveraging recruitment programs can help you to meet the needs of both the modern workforce and hiring organisations.


Research shows that 85% of job seekers today use digital platforms to search for jobs. Candidates browse online job boards, recruitment sites and company web pages to see what is on offer – newspapers no longer have as large a reach or much ease of use. Unlike online postings, print job adverts cannot be updated easily or described in much detail.


Recruitment technology greatly simplifies job application processes, ensuring that job adverts are picked up by search engines and applicants have a more enjoyable and rewarding experience. Just 40% of job seekers enjoy current recruitment processes – negatively impacting their motivation to complete job applications. Platforms like InteriMarket cut out the need for tedious, time-consuming filling out of forms, allowing candidates to build a comprehensive, accurate, multi-dimensional profile that showcases their skills using audio, video and concise content. This helps recruiters gain a better understanding of who they are and how they might fit in.


Here’s how InteriMarket stands up to the needs of today’s gig-seeker

InteriMarket is an outcome-driven technology designed for effective networking and helps employees and potential employers get ahead in today’s highly competitive recruitment scene. Our platform leverages the experience and expertise of its staff to forge rewarding partnerships between recruiters and interim job seekers, with the ultimate goal of meeting the needs of the 21st century workforce and the organisations they serve.


To see how this technology can work for you, register your free InteriMarket account today.

written by Bhumi for Coding brains section(s).

Millennials: Challenges and opportunities that come with the new workforce

Millennials: Challenges and opportunities that come with the new workforce

While CVs and the paper-heavy recruitment practices that come with them have all but faded into obscurity, the rapid changes brought on by digital transformation make the days of lengthy employment processes feel like aeons ago. But transformation isn’t reserved only for the way people find work: incumbent processes, procedures and cultures within the workplace are also being questioned in the wake of a hyper-connected world and a new workforce with a vastly different set of expectations, skill-sets and cultures than that of their predecessors.


Depending on how you perceive them, these sweeping changes can hold either risk or reward for your business and in this blog, we’ll take a look at how companies can bring the next-generation employee into the fold and learn a thing or two from them about what it means to run a successful business in the digital age.

written by Bhumi for Coding brains section(s).

Millennials: Challenges and opportunities that come with the new workforce

Millennials: Challenges and opportunities that come with the new workforce

While CVs and the paper-heavy recruitment practices that come with them have all but faded into obscurity, the rapid changes brought on by digital transformation make the days of lengthy employment processes feel like aeons ago. But transformation isn’t reserved only for the way people find work: incumbent processes, procedures and cultures within the workplace are also being questioned in the wake of a hyper-connected world and a new workforce with a vastly different set of expectations, skill-sets and cultures than that of their predecessors.


Depending on how you perceive them, these sweeping changes can hold either risk or reward for your business and in this blog, we’ll take a look at how companies can bring the next-generation employee into the fold and learn a thing or two from them about what it means to run a successful business in the digital age.


Challenge: Meeting the demands of

Older generations of employees were content to start their careers at the bottom of the ladder and work their way up. While this had merits in terms of learning the intricacies of a particular career, the return on time and resource investment simply doesn’t appeal to a new generation that values inclusion and investment in their capabilities.


This doesn’t mean that millennials are shy of a hard day’s work, but that they are far more concerned with adding value to organisations than spending time in the mailroom as a rite of passage. Businesses with rigid structures a start at the bottom culture are at risk of missing out on huge talent if they maintain a speak unless spoken to mentality.


Opportunity: Millennials are ready to make an impact. Leverage it.

This assertive new workforce may seem a tad too demanding for their own good, but employers who embrace the millennial worldview stand to gain considerably from it. For example, millennials offer senior employees new insights to improving upon existing processes that may be in need of a revamp. People often get stuck in doing things for the sake of doing them while deriving little benefit.


The new generation hardly thinks in this way and are in a position to identify new and more efficient ways of doing things and offer businesses the introspection they need to make the necessary changes within the company to remain relevant.


Challenge: Tech isn’t going anywhere, but your business might

According to Fast Company, “When it comes to technology and social media—or marketing, design, and customer experience—the person with the most innovative idea in the room may happen to be the youngest.” This makes sense when you think about how ingrained technology has become in virtually everything humans do. Senior staff may be holding on to familiar tools and processes, but this won’t serve the long-term objectives of any company. Change is inevitable, and adoption is key to survival.


Opportunity: A tech-savvy workforce can help your business stay relevant

Younger employees can influence senior staff to embrace digital transformation and aid companies who suffer from dear-in-headlights syndrome, to emerge as a relevant player in a hyper-connected age. This is evident in the fact that millennials are starting up new businesses at a staggering rate while many older companies struggle to position themselves in this new and fast-changing era. The Kodak example comes to mind here: a multi-billion dollar company that enjoyed massive market share but failed to heed the warnings of sweeping change at its peril.


The Kodak example is a textbook lesson in the importance of adapting to change and should give modern business leaders pause for thought when engaging the younger workforce and also make a concerted effort to understand the value they hold in building a business that speaks to the demands of today.


At InteriMarket, we’re at the forefront of change. With years of experience in Human Resource and Talent Management, we understand the challenges of an ever-changing market. That’s why we built a platform that speaks to the needs of the workforce of tomorrow. Register now and get access to some of the most sought-after interim gig opportunities on the UK market.

written by Bhumi for Coding brains section(s).

The top 3 interim fields on the market

For those of you who have recently joined, we’d like to welcome you to our community of interim gig and talent seekers, and we’re sure you’ll make some rewarding connections in no time. If you need any help, drop us a mail, check out our hints and help sections or give us a call. We’d love to hear from you.

Our numbers are growing steadily, and we’re excited to see such a buzz of activity on our platform. We’re also happy to tell you that we’re sourcing fantastic, not-to-be-missed opportunities for both our talent agencies and gig seekers alike. This post highlights three trending careers that I’m sure will be of interest to many of our new and established members – let’s take a look.

PS: Members, click on the links to view full job specs. Non-members, please register to view the opportunities mentioned in this article.


The IT&T job market has undoubtedly been one of the fastest moving sectors over the last two decades and no one could be more excited about the future of tech than the folks at InteriMarket. The industry’s relentless evolution over the years has spawned new job specialisations, from data scientists to cloud platform developers to a wide range of SaaS specialists.

We’re picking up some great opportunities for new and experienced IT pros on our platform that include an Interim IT Director position at a fast growing B2B business, a SAS Data Analyst and a great opportunity for an Interim Program Manager at a large international organisation. To learn more about all the exciting interim tech opportunities on our platform, register today.


While many anticipate the number of employment opportunities to dwindle in light of recent events surrounding Brexit, the interim job market is showing a strong measure of resilience. With companies demanding high-impact candidates in times of uncertainty, finance professionals with strong skill sets, experience and great track records are in good standing for promising interim gigs.

The finance sector’s buoyancy regarding its job market is evident in our trending jobs section where candidates can find exciting opportunities such as an Interim Financial Director position at a FTSE100 firm, a Chief Financial Officer position in the heart of London and a Financial Controller role for a 50 million pound turnover manufacturing company.


Another job sector that’s undergoing significant flux is the Marketing and Communications field. With the digitisation of virtually every customer touch point, marketers are in the throes of a virtual revolution of sorts. According to the Department of Culture, Media and Sport, jobs in the creative industry, “…bloomed by close to nine per cent between 2013 and 2014; a growth rate which is almost twice as much as the overall UK economy’s growth, which sits at 4.6 per cent.”

So, things are on the up and up for marketing professionals who are looking for new opportunities within this bustling job sector. Here are just a few of the trending marketing gigs you can view and apply for on InteriMarket: Director of Communications with strengths in how to devise, plan and implement corporate communications and marketing strategies, Senior Marketing Manager for a Global FMCG Food and Drink organisation and an Interim Head of Marketing position within the Media and Broadcasting industry.

Join the UK’s pioneering interim employment platform and get connected

As you can see, the interim employment market is at no loss for sought-after career moves. At InteriMarket, we’re proud to act as the meeting point for quality candidates and talent seekers on the hunt for industry movers and shakers. Our community is built around bringing people and opportunities together in ways that are rewarding for all stakeholders. Join this exclusive platform and gain access to a professional network of like-minded professionals, businesses and agencies looking for people just like you. Happy networking!

written by Bhumi for Coding brains section(s).

Staffing Challenges and the Interim Solution

HR Managers: Are you considering all your resource options?

Few departments within companies play a more important role than that of Human Resources. While it’s true that the folks over at HR seldom enjoy time in the spotlight, the absence of competent human resource management, supported by a strong team, can be the difference between any organisation’s growth and stagnation. This is especially true in a climate where companies are competing on almost every front to outperform peers, which makes having only the best human resources available a key weapon in any business’ arsenal.

But having the best resources available, in a traditional sense at least, often comes with serious overheads and long-term implications for businesses, often outweighing the value an employee brings to the table.

And HR Managers will increasingly be looked to for ways to incorporate new employment models that speak to companies’ demands to perform at higher levels while keeping overheads low as an example exploring interim professionals.

Temporary staffing of high-quality professionals is helping businesses leverage the cream-of-the-crop, while simultaneously helping them keep operational overheads to a minimum.

Help when you need it

One of the key benefits to temporary staffing is that it places expert knowledge at your disposal as and when you need it. Today, projects are typically tackled in incremental stages, known as sprints, with each stage relying on the skills of certain individuals or teams within a company. So, if for example, a project sprint reveals an expertise shortage of some kind, companies can quickly tap into their temporary staff pool to source the skills they need to complete individual sprints that make up the entire project. This type of arrangement gives companies the ability to complete objectives while keeping operations lean and preventing staff or skills shortages to cause bottlenecks.

Expertise at a much lower cost-to-company

While it’s true that interim staff typically come with higher income expectancies, it’s important to keep in mind that contingency workers don’t serve the same function as traditional consultants. Interim professionals come in to solve a particular problem or address a certain requirement that couldn’t otherwise be met internally. This makes their position far more results-driven and measurable than that of a consultant, which translates into more bang for your buck as value is demonstrated in short turnarounds. On the other hand, consultants usually provide roadmaps for companies to follow that may, or may not, yield desired or projected outcomes.

Build a reliable network

HR Managers might argue that finding the right fit for every ad hoc requirement could prove difficult, if not disastrous. But the reality is that, over time, you’re building a network of interim resources you can leverage as and when you need it. Also, not every hire you make – whether it’s a permanent employee or an interim one – will live up to his/her promise. But with an interim employee, you’re in a much better position to address less-than-ideal hires by simply not considering them for future projects. On the other hand, addressing performance issues with permanent members of your workforce can often lead to drawn-out processes that don’t guarantee favourable outcomes for either party.

Adaptability in a changing market

Digital transformation is moving us away from the pen and paper way of doing things. Companies are constantly looking to re-imagine incumbent processes through the lens of new technology, while a new generation of professionals has radically different expectations from their careers. These changing times mean that HR Managers will need to adapt their approach to building staff complements that speak to the needs of both the organisation and the individual. Interim employment, as a by-product of digital transformation, provides much of the answers to new questions businesses, and HR Managers face in constructing the ideal workforce.

To learn more about how InteriMarket is bringing 21st-century solutions to both temporary gig and talent seekers, visit our website. You can also create your free InteriMarket account where you can build your professional profile, network with other professionals and get access to new interim gig opportunities daily.

written by Bhumi for Coding brains section(s).

Are you ready to become an Interim Manager?

If you’re considering a career as an interim manager, you’re far from alone in contemplating a form of employment that can be perceived as against the grain. While the majority of people find security in “traditional” career choices, for some, a more transient employment trajectory poses a different, yet enticing set of challenges and opportunities.

It’s worth noting that the rise in temporary workers has made a significant contribution to employment figures in the UK, and it is projected that Britain’s 1.3 million contingency workers will see a dramatic increase in numbers over the coming years as alternative career paths become increasingly attractive.

So, the good news is that you’re not alone when it comes to “going solo”, but there are a few important questions you need to ask yourself before embarking on a career as an interim manager.

Are you up for constant challenge and change?

Temporary management employees are usually expected to make a lasting impact within companies – in a short space of time. If you’re the kind of person who enjoys uncovering solutions to often unnoticed problems or bottlenecks, you’ve got one of the most important personality traits for making a success at being an interim manager.

Short term gigs typically require interim professionals to come in and improve on projects, processes or other business challenges. It takes a person who can look at things a little differently and who has the ability to drive change within organisations to build a successful track record as an interim manager.

Adaptability and strategic thinking are a must

A high level of adaptability is another key element to a successful career as an interim manager. You’ll be working across a wide range of industries: all with their unique sets of challenges, cultures, processes and people.

Companies very often have entrenched cultures, personality types and processes that aren’t influenced or swayed easily. You’ll need confidence in your abilities to demonstrate the value you bring as a short-term strategic thinker.

As a short-to-medium term decision-maker within any business, you need to have the strategic thinking capacity to adjust quickly to new surroundings and a range of other factors. You may also find that you’ll need to assert your new position, albeit a temporary one. This means there’s not much time for “settling in” as you’ll be expected to lean on your prior skills and experience to make your presence valued.

You’ve got to put yourself out there

You’ll also need to be a networker of sorts. Meaning you’ve got to have the people-skills to put yourself comfortably out there and get handshakes, accept invitations and make connections to get in on the conversation.

Making sure your online portfolio or resume is always up to date and available at a minute’s notice is the difference between securing that next gig, or losing out to a competitor. Remember, as an interim manager, you’ll often be competing with other professionals for ideal gigs, so taking a competitive stance in this market is key to surviving in it.

Utilise every resource at your disposal

Making use of every advantage for a successful career in the short-to-medium term employment space requires you to be resourceful. But just because you’re going solo, doesn’t mean you’re all on your own. Web 2.0 technologies make reaching out and connecting with people virtually seamless.

As we head for an age of hyper-connectedness, those who seize the opportunities that come with it will surely flourish. InteriMarket is one such resource, but with a difference.

We help temporary employment seekers, such as interim managers, build successful careers through a platform designed to connect people and opportunities in the most relevant and rewarding way. We bring gig and talent seekers together on a technology platform that eliminates the red tape involved in finding the best opportunities out there.

If you’re an interim employment seeker, make sure you set up your free InteriMarket profile today and start connecting with opportunities that will shift your career into higher gear.

written by Bhumi for Coding brains section(s).
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At InteriMarket, we believe that technology can help us reach far beyond the limitations of traditional recruiting, several third party costs and outdated ways of talent management. We are working to change how organisations collaborate with Project Based Future of Work in this ever growing Gig Economy with the power of data analytics, machine learning and AI.