Choosing between an interim hire and a permanent employee is a pivotal decision that can shape your organisation’s leadership, growth and ability to meet both immediate and long-term goals
CREDIT: This is an edited version of an article that originally appeared on The HR Director
As a leader, you’re regularly tasked with making critical decisions that have a significant impact on your organisation’s future. One of the most consequential decisions you’ll face is whether to fill a position – particularly one that requires leadership skills – with a permanent employee or opt for an interim hire. Both types of employment come with distinct advantages and drawbacks, and it’s essential to carefully evaluate these factors to determine the best choice for you and your team.
Why Consider an Interim Hire?
Interim leadership staffing refers to the process of hiring employees on a short-term, project-based basis to address a specific need or challenge within the organisation. These temporary hires offer immediate, targeted solutions, bringing in specialised expertise and leadership to tackle issues or oversee critical projects. By filling leadership gaps temporarily, interim leaders provide a focused approach to meet urgent organisational demands without the long-term commitment of permanent hires.
Interim hires offer a range of advantages, particularly in situations requiring specialised skills and greater flexibility. They bring a wealth of expertise, especially in areas where your existing workforce may lack experience. For instance, during a digital transformation, you may need an interim executive with deep knowledge of the latest technologies to manage the project without making a long-term commitment.
Additionally, interim professionals provide a more flexible staffing solution. Unlike permanent employees, they can be brought in quickly to meet immediate needs and just as easily scaled back once their work is complete. This makes interim hires ideal for projects with specific timelines, seasonal workload increases, or temporary gaps in leadership.
Weighing The Pros And Cons
On the flip side, interim hires come with certain limitations. Since their tenure is short-term, there is little incentive to invest heavily in their professional development or immerse them fully in the company’s systems, processes and culture. This can limit their ability to contribute outside of the specific project they were hired for, as they may not have the time or opportunity to integrate fully into the team. Their short duration often makes it difficult for them to build strong working relationships, collaborate effectively with other employees, or align with the broader team’s long-term goals.
Additionally, interim professionals often command higher fees due to their specialised expertise and the temporary nature of their role. This premium rate can be a factor to consider, especially for projects with limited budgets or when long-term stability is a key priority.
Determining What’s Right For You
To determine whether an interim hire or a permanent employee is the right choice for your organisation, consider several factors. First, assess whether the position or skill set is a long-term, essential part of your business operations or if it’s a temporary requirement.
Next, evaluate your budget – can you afford a long-term employee, or is the need more aligned with addressing a short-term issue? Consider the timeline as well – do you have the time to thoroughly vet multiple candidates, or do you need to fill the role quickly? Lastly, think about the nature of the role itself: does it require specialised, temporary expertise, or is it a key position vital to achieving your strategic goals?
While interim hires offer flexibility and specialised expertise for short-term projects, permanent employees bring stability, alignment with organisational culture and long-term commitment. By weighing the advantages and drawbacks of each option, you can make an informed decision that best supports your team and organisational success.
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