The interim market swings in favour of quality interim professionals. Top interim professionals know how in demand they are, what their offering is, the value they bring to an assignment and the legacy they leave behind.
It is important to market yourself, your programme, and your business to attract the right level of individual. Interim professionals are well aware not every assignment is ‘sexy’ but every assignment they undertake is important.
Attracting high calibre interim professionals to a programme for a role not deemed exciting is easier than you think.
- Clarify what the mission of the programme is, who shares responsibility and how that interim role or requirement, influences or affects everything else which goes on within that programme.
- Understand your business and its selling points. What does your business offer? Who would benefit from that? Place your company in the centre of your talk. Thinking about the business culture will help identify who’s right, not just for the role, but also for your team.
- Understand your own reputation. A candidate’s experience begins long before they are even contemplating a role with your organisation. People talk. Interim professionals want to work with other professionals that are like minded, share similar values and beliefs, who believe in what they’re trying to achieve. Quite simply, if they like you and trust you, irrespective of whether the role is exciting or not, the opportunity to learn from you is a big draw.
- Be flexible. We are shifting into an area where the traditional office environment and compensation models are no longer as appealing as they used to be. Focus on outcomes rather than hours. It’s important to show interim professionals that you value work life balance and individuality. For example, if there is an option to work from home, that allows them flexibility and ultimately puts you in a strong position to attract the high calibre interims.
- Strong referral system. Whether your recruitment partner is internal or external, it’s worth having this conversation. Interim professionals know other interim professionals, who in turn, know other people. The likelihood is they know someone who could meet the position’s technical requirements, as well as being a good fit within your business culture. Ask them outright for referrals, but you’ll do it better if you make it worth their while.
If this all sounds excessive, think again. You have a program to deliver. Not all roles are exciting, but they are all important. Advertising on job boards or social media channels is unlikely to yield the best interim candidate.
- What is the cost of an open position to your programme?
- What if that position hasn’t been filled in three or four months? What is the cost then?
- Think of the time or money you save not having to interview multiple candidates who may not be right for you.
I rarely advertise interim positions on job boards.
Interim professionals work with me because we have worked together before, know each other professionally or through referral and recommendation.