More than ever, organisations are embracing the value that interim recruitment can offer. Using contractors is a reliable, cost-efficient way to find external, independent expertise to deliver programmes of change, provide solutions to emerging challenges, source skills that aren’t available in-house and cover periods of employee leave.
Over the past 12 months, we’ve seen more certainty in the market, and firms are starting to find it more difficult to get the talent they need. Many companies have realised that they cannot have a blanket ban policy on hiring contractors if they want to maintain a competitive position in the market. If they can’t get the expertise they need on payroll, firms have to reconsider hiring contractors for specialist work.
RECRUITMENT CRISIS FOR MARKETING AND ADVERTISING INDUSTRIES To state the obvious, the pandemic has brought about tremendous change across the global landscape. Marketing is facing its "worst ever" recruitment crisis, according to a new report from the World Federation of Advertisers (WFA) and global
Retaining your most valued employees in the modern-day workplace can be hard. Even with a stellar organisational culture and competitive compensation package, it may not be enough to keep your high performers from exploring outside employment opportunities or being lured away by competitors.
It is the single most significant agenda-shaping issue for today’s organisations. From technology and regulation to macro socio-political and economic factors, internal and external challenges come in many forms. In such a fast-paced, increasingly complex business environment, successful organisations are the ones who can adapt the quickest.
This means developing a more flexible approach to your workforce. In times of transition, you need a range of appropriate talent options. Interims can offer high value with negligible risk. Whether it is expertise to fill a knowledge gap, a technology team to usher in change or interim management to maintain business as usual while you recruit for a permanent role, expert interims can be the shot in the arm your organisation needs.
Interim roles are growing across Europe. As INIMA points out, there was a 7% increase from the 2021 survey in interim work, with standout growth in the UK (16%) and France (10%). According to the report, January 2022 reported an even greater rise of 11%, with the UK and France again the leader (21%).
Interim management is poised to continue its growth hike. INIMA, the International Network of Interim Manager Associations, has published its new survey, reporting on experiences during 2021, and kindly invited Forbes and the team at Agile Talent Collaborative and #freelancerevolution to take a first look. INIMA primarily focuses on European interim management.
Hiring a leader temporarily to fill the need at hand helps your organisation move with agility and get you the proven, experienced talent needed. Interim executives are able to deploy in a matter of days and make an impact from day one. They’re like the special forces of the executive world, parachuting into a tough situation, solving a specific problem, and then leaving—often in less time than it takes to perform a full-time executive search.
In the UK, both the private and public sectors are increasingly relying on interim talent to meet their temporary recruitment needs. Many employers prefer using agencies to draw up their own short-term direct contracts, as they are flexible and the agency takes on the onerous payroll and administration tasks.
But, in order to capture the full benefits of on-demand talent, organisations need a plan and supporting infrastructure. Innovative companies are experimenting with this new talent channel with enviable results—accessing scarce talent and critical expertise, reducing consulting spending, and positioning their organisations for growth in fast-changing markets.
In a recent global survey, 76% of executives plan to increase their use of agile talent. These executives do not typically see agile talent as replacements for permanent employees; rather, they are viewed as augmenting the skills of the team or organisation and adding a new tier of expertise and experience.
Download the Beagle Talent Salary & Benchmarking Survey 2022 for the latest rates and salaries you should be offering.