Convincing a Recruiter That I Want an Interim Job

(From Workopolis - November 13, 2008)

Convincing a Recruiter That I Want an Interim Job
by Mark Swartz

Question:
I was interviewed by a recruiting firm yesterday for a job I applied to on workopolis.com. The posting was for "interim employment," which in this case meant an eight-month contract to work as an employee with a large financial institution. During our meeting the recruiter asked repeatedly if I was sure I wanted to commit to this kind of arrangement, or if what I was truly looking for was a "permanent" job instead. I tried to explain that I actually prefer interim assignments because of the flexibility and variety they provide. But I'm not quite sure I convinced her that I wouldn't bolt at the first sign of a "real" job. Any suggestions for my next time out?
Carl S., Richmond Hill, Ontario

Dear Carl,
My belief is that fixed-term jobs like the one you describe are going to multiply during the economic downturn we are starting to experience. They provide employers with a good deal of latitude in terms of hiring people without having to commit to the long-term. They also save on severance package costs. Also there are some employees who genuinely enjoy moving from contract to contract.

I spoke to several recruiting specialists for their thoughts on how to convince employers that you are committed to interim assignments. Frances Randle is Managing Director of Interim Management and Recruitment Outsourcing at Knightsbridge Human Capital Management. She says that "We always ask our candidates why they are interested in this interim opportunity, and whether or not they would prefer a permanent role."

Randle estimates that about 60 per cent of the people her recruiters meet want the flexibility and variety that interim management assignments give them, and decide to pursue Interim Management as a career choice. They generally have an impressive resume (interesting and challenging work experience) and are reasonably secure financially so that they can roll with being "between assignments" for a while should that become necessary.

Only a small percentage of the people that register with Knightsbridge Interim Management are "betweeners" who want a permanent position and feel insecure in contract assignments - but need the immediate income. It is this group that Randle may hesitate to put forward as it is vital for applicants to commit to the initial term of the job.

What would cause a recruiter whose speciality is interim roles to question a candidate's suitablity? Graham Carver is President and Founding Partner of Cambridge Management Planning Inc., an executive search and human resource consultancy with an interim recruiting division. He says there are several red flags that might give him pause, such as when:

• There is no background with an interim assignment previously
• The candidate appears to lack specific expertise that would enable them to excel quickly and without a good deal of training
• Too much interest is expressed in extending the initial role into something more permanent

It is not that Graham frowns on candidates keeping the door open for an interim role to grow into something longer-term. In fact, it can be an added incentive for the employer. For instance, Frances confirms that up to 70 per cent of the interim positions they fill at Knightsbridge Interim tend to be extended, while perhaps 40 per cent develop into full-time positions. Graham cautions though that "there is a risk an interim candidate becomes so focused on making the job permanent that they get overly involved in company politics and playing it safe," to the point where they fail to deliver on the objectives of their initial commitment.

Randle adds that her recruiters also check that the pay for the assignment is high enough to keep the candidate committed throughout the contract's term. Likewise the job should hold the candidate's interest sufficiently so that they don't become bored and disengaged.

Personally I have worked in three separate interim assignments over the past 20 years or so. The first was a five month contract that turned into 3.5 years; the second was for six months and stretched to18 months, while the final one was a 12-month maternity leave fill-in. In each case I was treated like an actual employee - complete with benefits and my own nameplate for my desk. These can be plum roles if you enjoy variety, do not mind having to market yourself each time an assignment comes to an end - and if you can convince recruiters that you have the right stuff.

by Mark Swartz, Workopolis

Cambridge Management Planning has been providing client-focused
Executive Search and Management Consulting services
across Canada and internationally since 1976.
124 Merton Street, Suite 509, Toronto, ON Canada M4S 2Z2
Telephone: 416-484-8408  Email: mail@cambridgemgmt.com