Interim Recruitment - The New Challenge

A number of people have asked me which is harder, interim or permanent recruitment. After some consideration and with the benefit of twenty years recruitment experience, I can say with certainty it is the former. Interim recruitment is a response to an immediate and often critical need and more often then not it is unplanned. It requires the recruiter to have immediate access to a pool of available talent who have already been pre-screened. The critical nature of assignments requires candidates with the skills and attributes to handle high levels of pressure and to start delivering from day one – there is no learning curve. Permanent recruitment allows time for the recruitment process to run (often many months), time for the candidate to settle in and often offers a broader candidate criteria i.e. select an individual with the potential to deliver.

It is for these reasons that I recently joined Interim Partners as Head of TMT Practice. Having invested heavily in their technology platform and digital media strategy, in my opinion IP now have the best interim recruitment management system in the industry. They are now the largest commercial interim business in the UK. The calibre of their consultants and the depth of their support team have contributed to IP being on the preferred supplier list of some of the UKs top businesses.

With a sustained recovery in the interim market, IP are perfectly positioned to deliver sector beating performance and I am looking forward to playing my part in their success.

Chris Jenkins is Head of TMT Practice at Interim Partners.

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