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.

Bhumi
Founder & CEO at
Bhumika Zhaveri has expertise in business strategy, change, human resources and talent management. Her experience is built over years in various sectors via her consulting in HR, Resourcing and Transformation. Now as Founder & CEO of InteriMarket a platform for in-house teams and companies to hire, engage and retain their skilled contract talent. She is a firm believer of success through people, change and culture in the future of work!

Written By
Bhumi
Founder & CEO at
Bhumika Zhaveri has expertise in business strategy, change, human resources and talent management. Her experience is built over years in various sectors via her consulting in HR, Resourcing and Transformation. Now as Founder & CEO of InteriMarket a platform for in-house teams and companies to hire, engage and retain their skilled contract talent. She is a firm believer of success through people, change and culture in the future of work!