In a world where unemployment is at its highest level in a long time - and with this figure expected to rise - interim managers have been criticised for their role, in that they take what is perceived to be someone else's job and for a high rate.
The truth is, this isn't really the case; in fact, they can provide a very good service indeed. Here's a guide to what they are, why they're used and when they're most often implemented.
What are interim managers?
Interim management gives people instant access to a senior-level manager with a proven track record that reflects the exact needs of the business hiring them. Usually hired for between three and nine months, they tend to specialise in aiding organisations that are going through major changes, creating critical strategies or helping plug a management gap. Often, required roles are not permanent positions, or the skills required cannot be found quickly enough.
Why are they used?
The list of benefits that you could receive from the likes of Interim Partners is quite impressive. Firstly is the aforementioned benefit of them being able to start in a matter of days, with minimal fuss. Interim managers are nearly always overqualified for the work, too, meaning they can take on any challenge thrown their way. They are objective, meaning they are not pinned down by company politics or personalities. As results-based workers, performance means everything. They will also transfer a huge amount of skill to the team they leave behind.
When are they used?
There are a number of situations when these experts are used, including periods of rapid growth or during product launches, a period of crisis or period of major change (such as a merger, management buy-out or acquisition), and plugging simple recruitment gaps. Interim managers also help companies that need to improve their bottom line, transfer new skills or get quick results.