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.

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!