Interim managers are highly skilled, and brought into organisations to strengthen capabilities. They lead transformation and change; getting projects in place – quickly and effectively. Their purpose is to effect change and roll out processes which they can then leave in their wake.
Their role is to speak openly and highlight what a company should do to achieve its goals. In addition, they are far more cost-effective than traditional management consultants, and they deliver results, not just analysis.
It is essential for organisations across the UK to have access to this talent, as and when they need to tap into it – particularly as we work towards economic growth and recovery.
Here are some of the advantages in bringing an interim manager into your organisation:
Value for money
An executive on £100,000 is actually costing the business a lot more. Once you have added in bonuses, holiday pay, NI contributions, pension, health and company car benefits, the real cost is likely to be nearer to £175,000. These costs do not apply to interim managers.
Interim managers are available immediately. Typically it could take a minimum of four months to hire a permanent member of staff, as they may have to serve out their notice period.
Unlike a permanent employee who is typically given a honeymoon period to settle in, the interim manager will start delivering results within five days, identifying quick wins and rapidly building relationships.
Interim managers offer instant experience and a capability which is almost always one rank higher than the job requires.
Interim managers are objective and do not like being side-tracked into office politics. They do not expect to have a long career with you so they tell you what you need to hear – not what you want to hear.
How to select an Interim provider
All IMA members specialize in providing Interim Managers. They have created focused operations, organised to deliver first class service, choice and results for their Clients. When seeking to appoint an Interim Manager the following questions will help the Client to decide on the most appropriate IMA member, to brief and partner through the Interim Management recruitment and assignment process.
Helpful questions to ask:
- What is your track record? How do you structure your Interim business and do you specialize?
- What processes and sources do you use to build and maintain a high quality candidate list?
- What processes are followed for briefing then identifying, interviewing and short-listing suitable candidates?
- What are your timescales and terms of business?
- What service and support extends beyond the placement through to assignment completion and who will provide this?