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How to Adopt An Interim Approach To Permanent Recruitment

DirectorriskTalentBusiness Change and transformation+-
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Recently I made the move from recruiting senior interims, to recruiting senior interim change management specialists. However, it soon became clear that there was a greater need and desire in my clients to build a long term permanent capability as the continual need to transform businesses is increasingly evident.


Initially I had several reservations over making the switch from interim to permanent recruitment; mainly the speed of the process, commitment, and the actual appetite to hire. Especially after you have put the time and effort in to identify suitable candidates in the market, in addition to that being mirrored by the actual candidates desire to find their next career move. But after a lot of convincing, my Director managed to persuade me to make the move to permanent recruitment, and I haven’t looked back since!


Given the nature of the Change Management space and the increasing need to appoint top talent into the business, adopting an interim approach to the permanent recruitment process has been a welcomed breath of fresh air for my clients in contrast to the typical drawn out process they often experience. The timescale from CV sent to interview and offer has been on average 2-3 weeks for mid level hires and 3-4 weeks for senior hires, which is a far cry from the 3-6 month process which I have seen my colleagues experience in the past.


After an initial resistance from my clients, adopting this approach has significantly reduced the risk of budgets being pulled and candidates accepting other offers, ultimately resulting in a higher success rate of introductions. This coupled with consistently strong delivery, service and control has impressed my clients, which I hope in turn opens the door for future business and long term relationships within the wider Investigo business.

Tracey Perry
Posted by Tracey Perry
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