Advantages of Recruiting Interim Directors / Managers

Interim Directors and Managers are highly skilled individuals, and are recruited into organisations to strengthen the company’s capabilities.

  • Interim Directors and Managers lead transformation and change; getting projects in place – quickly, effectively and within budgets.
  • Interim Directors and Managers purpose is to effect change and roll out processes which they can then leave in their wake.
  • Interim Directors and Managers role is to speak openly and highlight what a company should do to achieve its goals.
  • Interim Directors and Managers are far more cost-effective than traditional Management Consultants.

Interim Directors and Managers deliver results, not just analysis.  It is essential for organisations to have access to this talent, as and when they need to tap into it, particularly as they work towards economic growth and recovery.   Below are some of the main advantages in recruiting Interim Directors and Managers into an organisation:-

Value for Money
A Director / Manager on £100,000 is actually costing the business a lot more.  Once you have added in bonuses, holiday pay, NI contributions, pension, health and company car benefits, the real cost is likely to be nearer to £175,000. These additional costs do not apply to Interim Directors / Managers.

Availability
Interim Directors and Managers are available immediately.  Depending upon the grade of the employee, typically it could take a minimum of four months, and sometimes up to 6 months to hire a permanent member of staff, as they may have to serve out their notice period.

Immediate Results
Unlike a permanent employee who is typically given a honeymoon period to settle in, the Interim will typically start delivering results within five days, identifying quick wins and rapidly building relationships.

Experience
Interims offer instant experience and a capability which is almost always one rank higher than the job requires.

Objectivity
Interims are objective and don’t get side-tracked into office politics.  They do not expect to have a long career with their employer so they tell the company what needs to be heard not what the organisation might prefer to hear.

Cost Effective Compared to Management Consultancies
In the past Companies often used a Management Consultancy Services to undertake short term work but today these tasks are successfully delivered, and at significantly cheaper daily rates, by retaining Interim Directors and Managers.

So when should an organisation / company recruit an Interim?

WHEN TO RECRUIT AN INTERIM DIRECTOR / MANAGER

Gap Management
A requirement can be created by a variety of different circumstances – promotion, secondment, company restructuring, and employee resignation, peaks of activity, maternity leave, ill health or retirement.  The bottom line is, if the company does not have the in-house resources available either in skills or the time individual/s would need to sacrifice to the undertaking of the role that requires to be carried out, this can result in loss of service, productivity, sales and profits.

Project / Programme Management
The Client is planning to undertake a strategic or tactical project and is broadly clear on what needs to be achieved but the organisation does not possess the relevant knowledge and proven skills to deliver.  Assignments range from tactical Project Management to full business transformation.

Succession Planning
The Interim Directors and Managers can also help to hire the replacement, while mentoring and coaching the team until the new person is able to commence employment.

WHAT TO CONSIDER WHEN HIRING AN INTERIM DIRECTOR / MANAGER

  • Check if you really need an Interim or whether the skills and knowledge you require already exist within your organisation.
  • Interims can work for any size company and may be suitable for an SME that lacks skills in certain areas but is not able to justify employing someone full time.
  • Create a full detailed Job Specification document required for the Interim to effectively perform the role and within the budgets provided to them. This will allow your company to know an ideal candidate skill set ensuring you pick the right person for the job.
  • Agree the job roles aims and timescales of the assignment with the Interim from the outset, so that both parties know their objectives, and review with the Interim as the assignment progresses.
  • Clarify the role of the Interim to permanent staff, so that they understand the person is being taken on for a defined period of time and can transfer skills to permanent employees.
  • Don’t make pay comparisons to permanent staff; it is misleading as Interims are chargeable at an inclusive rate and do not enjoy benefits such as pensions or holidays.
  • Don’t waste time during the recruitment process as the best Interims will get snapped up quickly.
  • Always use a reputable Interim provider that can resource Interims with the right balance of management skills, technical know-how and market knowledge.

We can help you resource and recruit Director & Manager Interims to ensure business continuity for your organisation if a either a key Director / Manager departs your business or your company requires an individual to set-up a new Department / Project, enabling your business goals and objectives to be met.  For more information about how ATR Solutions can help you find the best Interim for your business, please contact us on 0844 8000 625.

If you have any questions regarding this article or require further information about our Sales Consultancy Practice, please call us on 0844 2577 888.

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Posted in Company Culture, Selecting the Right Staff, Staff Management

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