The war for talent doesn’t just apply to the permanent recruitment market – it very much applies to the interim market too.
2022 has been a challenging year to recruit for many reasons: the hangover from Covid, people deciding to retire sooner than they might have done, economic uncertainty adding to anxiety about whether to change roles or sit tight. All this leads to a shortage of candidates, and a battle to attract the ones who are keen, ready, or available for new roles.
In the public sector executive interim world, the pool of available candidates is always limited – even more so now when demand is high.
If five local authorities request an interim monitoring officer in the same week, but only four are available, then those who have the most speedy and efficient recruitment processes are going to appoint.
The same attraction rules need to apply for interim recruitment – you don’t ‘just need an interim’. When you are fighting for talent, it’s about the narrative. Why do you need an interim? Why would they be excited by your council and role? What do you want them to achieve? What does good look like? And – making sure the day rate is realistic and competitive – even in these austere times.
As we move into 2023 and interim demand is ever increasing, move away from the job description and sell the challenge and the place – then you are more likely to win the talent. And, if you want choice, agile working is a must.
Wishing everyone a happy and healthy 2023.
Toni Hall is director of executive interim at Penna
@tonihallinterim
