04Less than a decade ago there was a clear distinction between interim and permanent opportunities. Many of the well know interim providers only wanted experienced interims and ‘going down an interim path’ was perceived as career limiting albeit financially lucrative.
In the last five years, the landscape has changed dramatically and the line between the two is now blurred. With many organisations going through significant change and transformation, role ambiguity is the norm, with change and transformation experience being in high demand to cope with different programmes phases.
HR professionals are extremely well positioned to operate as either interims or permanent employees; they are trained to read the mood of an organisation and hit the ground running, easily able to adapt to size, scale and culture.
In terms of current trends, we are increasingly seeing senior HR players take the most interesting opportunity, regardless of contract type. An opportunity which offers stretch, exposure to a different sector or the chance to do something different, such as working in PE backed business or having a portfolio of clients, all have great appeal and can enhance their own credentials as they add depth and breadth of expertise to their CV.
Whereas a decade ago an interim role may be considered as career limiting, it can be positively career enhancing. For those candidates who ultimately want to find the right permanent opportunity, they are now flexible and willing to work on an interesting interim project whilst they wait for the ‘right’ role to present itself.
We have had to adapt our approach with clients to match this fluidity and work with them to challenge the status quo and find the right solution. If you would like to understand more about what might be right for your business, or your career, then please do contact us for an informal discussion.