Need a new team member, fast? Looking to scale your staffing for a specific project? There are many reasons a company may decide to recruit temporary or interim hires. If you’re interested in exploring this option, or would like to find out more about temp and interim recruitment, then look no further!
- The differences between interim hires and temp hires
- The benefits of both interim and temp hires
- Why a company should consider hiring interim or temp staff
Firstly, let’s start by exploring the difference between temp hires and interim hires.
Why do companies hire temporary employees?
Temporary employees are ideal for companies looking to hire fast. Perhaps there’s a big project that needs resourcing as soon as possible. If that’s the case, taking the temp route is a good option as you can often recruit more than one employee at a time. Temp hires are also good if you need people fast. If you’ve lost a member of staff unexpectedly or need to fill a new role urgently, the temp route could be a good option.
Why do companies hire interim employees?
Interim employees, or contractors, are a good option if you need specialist expertise for a particular project. They can offer a fresh perspective and new suggestions on how you can resolve business challenges, having often worked on similar projects or in similar markets. It can be more cost effective to hire an interim employee or contractor than recruiting a permanent employee. If you envision only needing that particular skill for a certain period of time, then interim hiring is the way to go. So, why should a company consider hiring temp or interim employees?
They offer flexibility
Temporary hires offer flexibility, especially if you’re not too sure what or how much resource you may need. For example, you may not know how much resource is needed for a specific project. You can hire a certain number of temps initially, then ramp up resource if needed. Equally, if you decide you don’t actually need that many people to work on the project, you can easily reduce the number of staff you have.
They can be cost effective
Sometimes you may find it more cost effective to hire a temp employee than a permanent employee. It may initially look as if the hourly rate of a contractor is higher than what you’d pay a permanent employee but remember, you can choose how many hours they work for you so you will only be paying for the time you need. Most contractors will be experienced and will be able to add value quickly. Unlike permanent hires, there’s not as much emphasis on inducting them into your business. Due to the nature of their role, they are likely used to hitting the ground running and will understand that they’ll be required to start making positive impact quite quickly.
They offer specialised skills
Many temp and interim staff focus on specific areas or markets so they can often provide specialised skills or expertise due to having worked in the space previously. For example, a company may hire an interim project manager to manage a specific project because they have worked on similar jobs and have a proven track record. Companies often turn to temp and interim hires when they need someone who can start immediately. It can be advantageous if the new hire is already experienced as it will mean they can start working and making a difference straight away.
It can be less risky
Think of the recruitment process when hiring a permanent employee. There’s getting the job out to advert, the shortlisting, the interviews. It can be a long process with a lot at stake. With temp and interim, there are less risks. It’s often not a long term commitment, with contract lengths varying depending on the time you will need the support. If a temp or interim hire isn’t the right fit, it’s easier to part ways than with a permanent hire. There are, of course, contracts in place to ensure temp and interim hires are protected but contracts are often on a short term basis, giving you (and the temp or contractor!) flexibility.
They can start quickly
As we've already said, the process when hiring a permanent hire can be a lengthy one. Permanent hires often have notice periods of at least four weeks, with some senior roles having a longer period of 3-6 months! If your company needs immediate resource, it’s wise to look into temp and interim hires. In some cases, you could interview a candidate and ask them to start the next day – it can be that quick!
If you’ve got a role to fill but aren’t sure the permanent route is the right step, take our above points into consideration and think about hiring a temp or interim member of staff. As we’ve covered, there are lots of benefits, especially if it’s flexibility you’re looking for, or if the role is evolving.
If you decide you'd like to recruit for a temp or interim role, we can help! Get in touch and we can arrange to discuss your recruitment needs with you.
