Employees who have been waiting to change jobs due to uncertain circumstances are now suffering from "itchy feet". They want to find their next dream job soon, leading to that candidates are in several parallel recruitment processes.

Organisations that, for obvious reasons, have stalled making recruitments during the pandemic are now trying to make up for lost resources and who weren´t replaced. For organizations in a hurry to recruit, interim managers can be an excellent option to avoid vacancies during recruitment processes. This scenario leads to that it is now the interim candidate's market, which can lead to employers wanting to rush the interim recruitment assessment and risk that unqualified interim candidates are assigned.

To ensure speedy interim appointments and at the same time mitigate the risk of assigning interim consultants not fit for the role, we are sharing four easy to follow advice;

1. Choose reputable interim service providers. Avoid suppliers who only "shovel CVs".
Ensure that the provider conducts competency-based interviews, also for interim candidates.
2. Ensure that relevant reference checks are carried out.
3. Has social media assessment for the candidate been conducted?
4. For roles such as CEO, CFO, and HR, choose to invest in background checks. They will provide information if the candidate has a criminal record, for example, or if there are other undesirable events in their history.

If interim recruitments are done boldly, safely and effectively, organisations can quickly gear up with the right interim competencies!