In our Guide to Interim Talent, we look at the reasons why a business may use interim talent and the benefits in doing so, and we also consider the drawbacks and the instances when interims really won’t work. Plus, we explore the relationship between the client (business), the interim provider and the interim, and look at how we expect this market to evolve over the coming years.
Here we share Part 4: Benefits of an Interim
A major benefit of using an interim is agility and access to an on-demand talent pool. Using interim talent means you can draw upon skills to drive your business or project forward without many of the constraints of a permanent hire.
From a very practical viewpoint, you’ll be dealing with someone who can start working on your assignment quickly (usually within a month) and will be experienced in hitting the ground running. Good interims by their very nature are delivery and outcome focussed and as such will aim to achieve your objectives in the most efficient timeframe achievable.
Let’s take a deeper look at three significant benefits:
Expertise and Experience
Experienced interims have the specialist expertise you need to get the job done and have a track record of delivering successful outcomes on similar assignments. They bring experience and lessons learned from a range of clients, so whilst the intricacies of your environment might be unfamiliar to them, delivering this specific piece of work is likely to be their sweet spot. As such, they’ll be able to effect change with a level of authority.
Adding value quickly
Due in part to expertise and experience, but also due to the nature of their work, a good interim will typically increase the speed of getting things done. Providing you’ve given them the access required, they’ll be up and running with your project from day one. It’s surprising how an impartial, fresh set of eyes – not least one with a high level of expertise – can drive significantly drive a project forward, and this brings us to the next benefit…
An objective view
Interims typically sit outside of business-as-usual (BAU) and are less involved in (good and bad) company politics (depending, of course, on the nature of the interim assignment). Generally speaking, there is less emotional investment from an interim and this can be a good thing – they are focused on delivering successful outcomes, not on furthering their careers within the business.
This brings a sense of clarity to decision making that is difficult to achieve with permanent staff. This isn’t a slant on permanent capability, it’s simply human nature to have yours and your colleagues’ careers in mind when making high stakes calls. In exactly the same way as Non-Exec Directors, interims bring the impartiality that companies need to be successful.
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