Interim Management, change management and executive recruitment from BIE Interim Executive
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Mori HR Directors' Dinner Discussion on Interim Management

3.1. Sourcing for Interims

The line manager is generally involved in writing the brief for the interim, articulating the technical skills and deliverables required. In one case, the line manager is responsible for the recruitment of the interims.

“I very much see it (recruitment) as a line responsibility. Even more so with interims. If you want an interim, you haven’t got to do a job description that fits the company mould. You know what you want, you can go out there and hit the market and talk to people who are experts... I don’t really see that as an HR involvement. It’s really a line role, very much to drill down as to what they want from that interim”

However, another respondent argues that HR should have an active role in sourcing for interims and acting as a broker between the line manager and the interim provider. This is because managers may be more inclined to invest their thinking processes into getting permanent positions right, whereas with interims, managers may treat it lightly and not think about the hows and whys: “and if HR doesn’t intervene in that process, he will cost £1,000 a day, minimum £500 a day, and that to me is very expensive. And I have seen three months of interim work at £1,000 a day wasted because the line manager hasn’t thought about it”

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