Following on from conversations with over 1500 hiring managers, over the past couple of months, we have identified some key pressure points which are affecting businesses. Main areas of impact have come in the form of an increase to employee workloads, an inability to progress with plans and strategic moves, and year-end support.
Temporary workers or interim hires offer a fully flexible solution to relieve a lot of business challenges. We have used these insights to highlight your concerns along with how a temporary hire could support you.
1) You’ve experienced an Increase in workload but are unsure of long-term hire. - Temporary hires are immediately available and can come in to support for any desired timeframe, they also require only one week’s notice.
2) You’ve had to make redundancies and are now missing some key skills. - Temporary workers are highly skilled professionals just like permanent staff. The key here is that they are immediately available and will have an instant impact on your organisation by reinstating the missing skillsets.
3) A member of your staff is off on leave for an extended period of time. - Temporary workers can be available for any length of time and cover can be usually be provided within one days’ notice, this can cover anything from sick leave to a gap year.
4) You’re finally ready to move forward with strategic projects but a reduced headcount is preventing you from doing so. - Interims and contractors have an array of specific skills, so cover can be provided to lead or be a part of the project, i.e., system implementations.
5) We have used CJRS/CBILS and need to make sure all compliance is completed. - A regular use of temporary support at year end is compliance. Many of our clients look to hire interims to ensure organisational compliance including SOX controls, IFRS, CBILS/CJRS.
6) I have made the wrong hire over the past 6 months and it has had a big impact on my team/business. - This is where a temporary resource would shine! Interims can work on a temp to perm basis providing you with a ‘try before you buy’ solution, making sure you only convert to a permanent head once you are happy with performance.
7) Hiring Freeze is in place. - Temps are the only real solution to provide any support in this scenario. Many organisations will have a head count freeze on permanent hires, however temporary resource can still be provided where needed. Examples of this include increased workflow, project, year-end, sickness cover and longer-term cover i.e., secondment.
8) We have the headcount signed off but candidates with the right skillset are on notice. - Temporary resources are usually immediately available therefore a great interim solution could provide you further time to your permanent process, ensuring the correct hire!
9) A temporary or interim hire is more expensive due to the hourly or daily charge. - This is a slight misconception. When you hire a temporary employee, there are no benefit packages that need to be provided, therefore the only outlay is an hourly/daily rate to the supplier.
10) We really need to hire but economic uncertainty is a concern. - Many organisations are experiencing this pain point at the moment and this is a prime temp-to-perm solution. An interim would come in at short notice with key skills, including use of the same system and volumes etc. and when you have confidence to confirm a permanent hire, this temp can be converted. You may also find that your interim is able to tidy up procedures and up-skill colleagues, so your new hire won’t need to be at such a senior level.
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The list above details solutions to real time issues that our clients are currently experiencing. Here at Distinct, we have consultants who know the temp & interim market inside out. Furthermore, we've seen a significant increase in our candidates being open to contract work. If you’ve found yourself relating to the above and would like to discuss how an interim or temporary resource could support your business, then please get in touch with our Accountancy & Finance Interim - Senior & Executive experts:
Claire Fletcher: email@example.com
Michelle Cracknell-Leafe: firstname.lastname@example.org