Why the interim talent pool is often a missed opportunity.

At the start of the year, we were retained by a client on a search to identify a director for their team in Amsterdam. The topic of interim talent arose; their response surprised me. For our client, the idea of hiring someone who, in their eyes, had “commitment issues” presented an unnecessary risk to their tax function. This has long been the opinion of some employers when hiring permanent headcount, but the days of overlooking the interim pool are numbered. The market has changed. Candidates are prioritising job satisfaction, flexibility, and well-being over the permanency of a role. In employees' eyes, fixed-term, interim and contract positions appeal for several reasons. They offer more variety and an understanding of various business operations and environments.

The rise of interim talent

Since the start of the pandemic, employees have wanted to feel empowered. The Great Resignation is ongoing, and a significant proportion of the workforce is looking for flexibility and autonomy rather than longevity and security. But despite this increase in those seeking interim/contract work, many employers regard them as a risk and will instantly discount their CV.

The question is: In doing so, are they overlooking great talent?

Three reasons to hire interim professionals

No hiring manager wants to miss out on the perfect candidate. So here’s why you should look closer the next time an interim/contract CV arrives in your inbox.

1. High performance is not guaranteed

Just because someone has held their position for many years doesn’t mean they’ve been hugely successful. They may have fallen into a rut, coasting in a role they can do with their eyes closed. Performing the same tasks daily poses few challenges and doesn’t require an individual to keep up with new market trends, skills, or knowledge.

2. Variety can take you places

An interim/contract professional is often more well-rounded than someone in the same role for several years. They tend to be driven to broaden their technical skills, take on new experiences, and challenge themselves in new environments allowing for new experiences. Such individuals give businesses a new perspective on things – one that is often much needed.

3. Read between the lines??

People leave their jobs for many reasons, and you must speak to someone about why they left a role to know for sure. They could have been victims of a re-structure, leaving behind a toxic company culture, or because they felt disrespected or experienced a personality clash – all reasons beyond their control.

Questions to ask during an interview

When considering an interim professional, you want to look for any red flags; you should also be mindful of the following skills and be aware of the value they can bring to your organisation. So here are three questions to help you understand their profile better.

Why are there so many gaps in your CV?

Most people have a gap or two in their career. It’s just the way it is. However, when someone has multiple gaps, proceed with caution. For example, if they have consistently left jobs and then had long periods of not working, they may lack the focus you need in your next hire.

How do you find working remotely?

Remote working is the new norm, but it doesn’t work for everyone. If your company works fully remote or hybrid, asking candidates about their remote working experiences can be invaluable. In addition, you may find that interim candidates have the adaptability, motivation, and communication skills to make a dispersed team function more effectively.

How do you overcome problems?

You want a candidate adept at troubleshooting; an interim candidate could be just the person. If they have previously worked in a high-growth company, they will likely be agile problem solvers. Ask them to give you examples of times they have overcome challenges, dealt with uncertainty, and navigated the world of fast-paced business. Every company needs more creative solutions to increase productivity and efficiency. Such candidates could offer insights into how you can achieve that.

How do you build relationships with clients?

Nearly every role in every company requires someone with strong communication skills. For example, a candidate who has worked in a consultancy role will be adept at understanding the challenges faced by clients and finding workable solutions. In addition, they will often be active listeners, have good empathy, and can keep calm under pressure.

Final comment

When interviewing an interim candidate, take the time to understand why. Dig deep to appreciate a candidate’s motivations and reasons. Because if you don’t, you may miss out on a great hire.