Hiring an interim manager is a big decision – you need to
make sure it is the right one for your business. Scott Hutchinson
discusses the key factors you need to consider.
So you are thinking of hiring an interim to help your business – but
have you explored all of the options? It may sound obvious, but it may
be worth exploring one more time. Here are some factors you should
consider when hiring an interim:
You seriously need to put some time into this brief otherwise you are going to get
(amongst other things) what the UN call “Mission Creep” –
defined as “the expansion of a project or mission beyond its original goals often after initial successes”.
for the role. See if they have a case study for a similar task. You should always hire a professional interim, rather than someone “between jobs”. See my recent case study blog post
for more information on this.
to face basis and judging whether they are going to be a good fit to your organisation and team.
People go on and on about interviewing as if it were an exact science –
it isn’t. But it isn’t easy, so if in doubt, ask for help.
even if it is just over the phone. We background check everyone and you would be very surprised
at what we have found – especially true if you are sourcing from LinkedIn etc.
is expensive, wait until you hire an amateur”. Sometimes the cheapest, pro rata,
low day rate option looks really great – until they mess up and leave the job halfway through
for a full-time role or worse.
You need a proper contract or you may end up regretting it.
See my post on contracts for a more in-depth insight.
– not a hatchet man brought in to shake things up or boot people out.
People are going to be wondering what they are there for.
What are the main areas you consider when hiring an interim? Do you have any points to add?
Scott Hutchinson
Heading up the FMCG Practice, Scott and his team are responsible for
finding
the very best leaders and transformational teams across all disciplines, including the provision
of board-level executives and professionals in Operations, Technical, Supply Chain, Engineering, Commercial and Development/Innovation.
1. Do it Yourself?
What? An interim provider saying “find your own interims”? Yes. I always say to my clients that if they feel they can do it themselves then they should. Whether the people you find are going to be (1) Suitable and (2) Available (my own simple criteria for selection) is a different matter. By all means give it a go, but follow these simple rules.2. Define the Brief
Have a clear idea of exactly what you want this person to do and in what time frame.You seriously need to put some time into this brief otherwise you are going to get
(amongst other things) what the UN call “Mission Creep” –
defined as “the expansion of a project or mission beyond its original goals often after initial successes”.
3. Square Peg, Square Hole. Get the RIGHT interim
Once you have defined the brief and decided on the course of action, you have to get the right personfor the role. See if they have a case study for a similar task. You should always hire a professional interim, rather than someone “between jobs”. See my recent case study blog post
for more information on this.
4. Interview
The only way you will see if this person is going to fit into your business is by meeting them on a faceto face basis and judging whether they are going to be a good fit to your organisation and team.
People go on and on about interviewing as if it were an exact science –
it isn’t. But it isn’t easy, so if in doubt, ask for help.
5. References & Background Checks
It is hugely important to get at least 2 references before the individual starts –even if it is just over the phone. We background check everyone and you would be very surprised
at what we have found – especially true if you are sourcing from LinkedIn etc.
6. Quality Will Be Remembered, Long After Price Is Forgotten
Red Adair, the famous American oil well fire fighter, said it best: “If you think hiring a professionalis expensive, wait until you hire an amateur”. Sometimes the cheapest, pro rata,
low day rate option looks really great – until they mess up and leave the job halfway through
for a full-time role or worse.
7. Contract
You don’t want to be paying out in litigation or have HMRC on your back for non-payment of NI.You need a proper contract or you may end up regretting it.
See my post on contracts for a more in-depth insight.
8. Communication
Get your in-house communication up to speed. Make the interim feel welcome and part of the team– not a hatchet man brought in to shake things up or boot people out.
People are going to be wondering what they are there for.
What are the main areas you consider when hiring an interim? Do you have any points to add?
About the Author
the very best leaders and transformational teams across all disciplines, including the provision
of board-level executives and professionals in Operations, Technical, Supply Chain, Engineering, Commercial and Development/Innovation.
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Do you know what to look for & consider
when hiring an interim manager?
There are certain aspects before, during
& after the hiring process that must be thought
about to ensure you
acquire the best brains for your business.
Read this post by Scott
Hutchinson to find out more
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