CT INSIGHT
Coronavirus and interim recruitment
RECRUITMENT
Image: iStock
Gemma Prescot
Head of interim management, Campbell Tickell
Zina Smith
Marketing and communications manager, Campbell Tickell
The COVID-19 crisis has dramatically affected employment, from the kinds of roles and candidates available to navigating the complexities around working from home. Here, Zina Smith interviews Gemma Prescot about the interim recruitment market.
Q&A
What has changed in the interim recruitment market, in the housing and local government sectors, since the COVID-19 pandemic started?
Plenty! There have been certain significant changes:
1. Skills demand : Some organisations realised there were skills gaps within their workforce, for example, digital and organisational transformation skills, and front-line teams with the ability to work remotely. As such, we have seen an increase in recruitment for organisational development and housing operation roles. Yet, a decrease in demand for development and asset management jobs. (However, the new Building Regulations which are to be introduced soon, may change this.)
2. Demographic impacts : Second, the age demographic became apparent in some organisations. Due to shielding, a significant number of highly skilled senior executives were taken out of the market. While school closures during the lockdown removed another group of interims from the market. Essentially, when the schools return and shielding is relaxed, I expect more interims will be looking for work.
3. New sectors : Perhaps less surprising, the market has seen an increase in candidates seeking interim placements from industries greatly affected by COVID-19, such as the travel and hospitality sectors.
4. Flexibility: Interestingly, we have also noticed a shift in how geographically flexible interims are. Due to the lockdown and working from home, many interims are less willing to travel so far. They are now searching for assignments closer to home, despite the relaxation in lockdown.
5. Shift to fixed-term contracts: Further, the pandemic has encouraged many organisations to plan for future recruitment, placing a strong focus on increasing stability within the organisation. Therefore, we are seeing a higher number of our working interims transferring to permanent, fixed-term contracts. While, others are seriously considering permanent roles, alongside interim work.
What has changed in the interim recruitment market, in the housing and local government sectors, since the COVID-19 pandemic started?
Plenty! There have been certain significant changes:
1. Skills demand : Some organisations realised there were skills gaps within their workforce, for example, digital and organisational transformation skills, and front-line teams with the ability to work remotely. As such, we have seen an increase in recruitment for organisational development and housing operation roles. Yet, a decrease in demand for development and asset management jobs. (However, the new Building Regulations which are to be introduced soon, may change this.)
2. Demographic impacts : Second, the age demographic became apparent in some organisations. Due to shielding, a significant number of highly skilled senior executives were taken out of the market. While school closures during the lockdown removed another group of interims from the market. Essentially, when the schools return and shielding is relaxed, I expect more interims will be looking for work.
3. New sectors : Perhaps less surprising, the market has seen an increase in candidates seeking interim placements from industries greatly affected by COVID-19, such as the travel and hospitality sectors.
4. Flexibility: Interestingly, we have also noticed a shift in how geographically flexible interims are. Due to the lockdown and working from home, many interims are less willing to travel so far. They are now searching for assignments closer to home, despite the relaxation in lockdown.
5. Shift to fixed-term contracts: Further, the pandemic has encouraged many organisations to plan for future recruitment, placing a strong focus on increasing stability within the organisation. Therefore, we are seeing a higher number of our working interims transferring to permanent, fixed-term contracts. While, others are seriously considering permanent roles, alongside interim work.
What have been the biggest challenges and opportunities of the past six months?
Interim recruitment, like everyone, has needed to shift to working online. Campbell Tickell adapted quickly and managed to support clients in this change, but it does make some processes more difficult. For example, vetting candidates and interviews can be more challenging. Also obtaining references has been more difficult than usual, due to staff being furloughed.
Another challenge has been interims, who often switch contracts frequently, are holding tightly onto their current roles and are therefore less inclined to switch jobs. Although, July and August are usually quieter months, it will be interesting to see what opportunities September brings!
Positively, the lockdown has enabled us to become more involved with onboarding interims than before. Since most are working from home from day one, we have had the opportunity to support organisations embed new staff by checking in with them more frequently, as they settle into their new role.
What have been the biggest challenges and opportunities of the past six months?
Interim recruitment, like everyone, has needed to shift to working online. Campbell Tickell adapted quickly and managed to support clients in this change, but it does make some processes more difficult. For example, vetting candidates and interviews can be more challenging. Also obtaining references has been more difficult than usual, due to staff being furloughed.
Another challenge has been interims, who often switch contracts frequently, are holding tightly onto their current roles and are therefore less inclined to switch jobs. Although, July and August are usually quieter months, it will be interesting to see what opportunities September brings!
Positively, the lockdown has enabled us to become more involved with onboarding interims than before. Since most are working from home from day one, we have had the opportunity to support organisations embed new staff by checking in with them more frequently, as they settle into their new role.
How have interim candidates and clients been coping?
“Larger organisations tend to have better infrastructure in place. However, they also tend to be the ones making more redundancies”
During this time, clients have been very helpful in adapting to new recruitment processes and providing insights. Inevitably, some organisations have been coping better than others.
Larger organisations tend to have better infrastructure in place. However, they also tend to be the ones making more redundancies. Smaller organisations on the other hand, such as charities, have struggled more, on an operational level, during this time.
As for candidates, I have noticed some interims taking on new roles at lower pay than they are normally used to. Additionally, daily rates have commonly reduced slightly, as more than 90% of interims are currently working from home, and their expenses have decreased.
How have interim candidates and clients been coping?
“Larger organisations tend to have better infrastructure in place. However, they also tend to be the ones making more redundancies”
During this time, clients have been very helpful in adapting to new recruitment processes and providing insights. Inevitably, some organisations have been coping better than others.
Larger organisations tend to have better infrastructure in place. However, they also tend to be the ones making more redundancies. Smaller organisations on the other hand, such as charities, have struggled more, on an operational level, during this time.
As for candidates, I have noticed some interims taking on new roles at lower pay than they are normally used to. Additionally, daily rates have commonly reduced slightly, as more than 90% of interims are currently working from home, and their expenses have decreased.
Finally, how are you finding working remotely?
The CT interim team has adapted to working well from home. It can be difficult at times in the fast-paced environment that we operate in. However, home working has also given us the space to reconnect with new and old interims.
Personally, I’m used to working remotely, as I previously did three days in the office and two days at home. However, my dogs are very grateful that I have been home more often – they’ve definitely gotten used to the extra attention!
Finally, how are you finding working remotely?
The CT interim team has adapted to working well from home. It can be difficult at times in the fast-paced environment that we operate in. However, home working has also given us the space to reconnect with new and old interims.
Personally, I’m used to working remotely, as I previously did three days in the office and two days at home. However, my dogs are very grateful that I have been home more often – they’ve definitely gotten used to the extra attention!
Seeking an interim role or looking to hire an interim? Email Gemma Prescot or visit the interim webpage
