Interim management has come a long way and is still strengthening and evolving; it’s now considered an essential element of many organisation’s resourcing strategy.
Interim managers themselves have to be able to constantly adapt to a changing landscape and learn to re-market their skills and knowledge accordingly as unlike most recruitment markets, this sector doesn’t follow economic growth but instead, thrives on change. Organisations have shifted the way they use interims and continue to strive to harness their temporary expertise in the most efficient and long-lasting way.
What is Interim management?
Interim management is the temporary supply of an individual with leadership expertise into an organisation. Interim managers are usually experienced business leaders able to adapt to a range of situations and manage an organisation through a period of change or transformation, provide stability, get projects in place quickly and efficiently, roll-out processes or provide a highly specialised skill set which a business may not have internally.
It is essential for organisations across the UK to have access to this invaluable talent, as and when they need this kind of resource, particularly as we work towards economic growth and recovery.
What Are Interim Managers Used For?
The reasons that interims are engaged by an organisation are increasing; whether it’s to mitigate failure, turnaround a crisis, manage new projects, help organisations target growth or new markets or simply to plug gaps in Senior management, reliance is certainly growing.
When organisations need to respond to market pressures such as increased regulation or competition, are experiencing significant funding pressure, or are in need of transformational change, interim managers are able to apply their skills and experience to the greatest effect. More specifically, an interim manager can also help:
Reinforce an existing project team
Bring a specialised skill set into a project
Fill a position when a permanent executive or manager cannot be found fast enough.
Part of the role is to be open-minded, highlighting what a company could do to achieve its goals. They should be seen as helping the organisation achieve something for themselves and giving them the ways and means for the future instead of being seen as a third party coming in to do the job as an individual.
What Are The Benefits Of Interim Managers?
Here are some of the advantages you should see when you decide to recruit an interim manager into your organisation:
Interim managers are available to start within days with minimum termination formalities, meaning work can start immediately with no lengthy recruitment processes and costs as there would typically be with a permanent employee.
A massive advantage is that an Interim manager can offer solutions gathered from different industries and businesses which may not have been considered before because of lack of expertise. An interim manager has expertise that are very difficult to replicate in the permanent workforce. Client’s find great value in having their business interpreted through a fresh pair of eyes with no corporate politics.
Interim managers can operate fully independently with little guidance or training offering instant experience and a capability which is almost always higher than the job requires. With a wealth of experience comes skill, contacts and knowledge that will be transferred to your team and remain long after they have left.
How we can help
At Bond Williams we have the market knowledge and years of experience in providing quality Interim Managers for:
Turnaround and restructuring
Senior or Board level vacancies
Speak to us first and ensure your essential business change projects are delivered on time and the critical skills you need are ready when you are.
Having recruited within the Interim, Permanent and Executive market place, we have successfully recruited across the country as a result of our consultative approach, credibility, integrity and ability to build long term partnerships and relationships.