The right expertise when the need is temporary
Not every capability need should be solved through a permanent hire.
Organisations may, for a period of time, need experienced leadership or specialist expertise for a specific assignment, transition or phase of development. In these situations, an interim solution can be an alternative to permanent recruitment.
PU helps organisations define the need, identify relevant professionals and assess who has the right experience for the situation.
When can interim be relevant?
The need can arise for different reasons. A key person may be temporarily absent. The organisation may be going through a transformation, integration or other significant change. A project or defined phase of development may require experience or expertise that is not available internally.
The common denominator is that the organisation needs relevant expertise for a specific situation, without the solution necessarily being a permanent hire.
Interim is therefore not simply about filling a vacant seat. An experienced interim executive or specialist can also bring expertise from similar situations and deliver against a clearly defined mandate for a limited period.
We start with the need
As with our permanent recruitment assignments, we start by understanding the organisation and the challenge to be addressed:
- What does the person need to achieve?
- What experience does the situation require?
- What mandate will the person have?
- How long is the assignment or need expected to last?
Based on this, we identify and assess relevant professionals through our network and targeted search. We present a limited number of candidates who we believe have the capabilities and experience required to deliver.
Introduction – not staffing
PU identifies and introduces interim executives and specialists, but does not employ candidates or provide temporary staffing services.
How the engagement between the organisation and the candidate is structured depends on the specific assignment and applicable regulations. The engagement may, for example, be delivered through the candidate's own company or through direct employment by the organisation where the relevant conditions are met.
The appropriate form of engagement is agreed as part of the assignment.