Everything You Need to Know About Recruiting an Interim
Hiring an interim communication or marketing professional can appear more complex than hiring a permanent professional, but what’s really the difference between the two? Although hiring an interim may seem complicated, in reality there are fewer steps and costs for the end client when hiring on an interim basis vs a permanent basis. In this article, we break down each stage of hiring and onboarding an interim communicator or marketer into your team.
Why Might You Need to Bring On an Interim?
There are several reasons why a communications or marketing team may need to bring on an interim, including:
Maternity or paternity leave
Transformation or digital marketing project
Marketing product launch
Heavy workload when unable to increase interim headcount
Mergers and acquisitions or significant business change
Long-term sick leave
Sudden departure in the team
Support while recruiting for a permanent candidate
As with a permanent role, you’ll need to determine the role and responsibilities of the interim. The only difference is that as the role will have a definitive end date, so the role and responsibilities will be more specific than that of a permanent position.
What Should You Consider Before the Search Process?
Determining the project/work that the interim will be doing can help you consider important details such as:
Contract Length
This could be anything from 1 month to 12 months, depending on the type or volume of work required. Contracts can be easily extended or terminated if required.
Day Rate
Hiring an interim marketing or communications professional can be more cost-friendly than hiring on a permanent basis, as you won’t have to pay holiday, sick leave or other benefits. If the contract is terminated earlier than expected, you won’t have to pay any kind of redundancy fee. Our Day Rate Calculator can help figure out the cost of paying an interim.
IR35
The legislation change, which is now due to come into effect in April 2021, requires the end client to determine if their interim will sit inside or outside of scope. To find out more, we suggest reading our IR35 FAQ blog and this article on theimpact of IR35 for end hirers.
