Insist on These 3 Requirements for Interim HR Expertise

With a struggling economy and dynamic workforce conditions, today’s organizational success depends on agility and resilience. Hiring interim talent can be a critical component of an organization’s labor strategy to ensure business continuity and manage risk.

Leveraging interim talent can help fulfill an HR organization’s short-term needs as well as drive long-term strategy. Interim employees may complete specialized projects, manage rapid growth phases, lead through significant transitions or assist in talent acquisition.

But finding the right interim HR talent can be challenging.

Many staffing firms may not take the time to find the perfect fit; instead, they focus solely on skills or availability. But specialized HR functions cannot be commoditized; strong candidates who align with the company’s culture and objectives are key to managing transitions, growth phases and other critical steps of business lifecycles.

Thus, identifying and onboarding the right HR talent must be a true partnership between the interim recruiting firm and the organization. And, while finding the right talent must happen quickly and efficiently, the importance of expertise and quality – both in the recruiting process and in the results – cannot be understated.

When selecting an outside agency to identify, onboard and support an interim HR employee, organizations should insist on the following:

1. Speed AND Quality. Organizations are under the gun for decisions and deadlines. They don’t have the time to seek, onboard and support interim HR talent that is experienced, effective and the right fit. An interim services firm with a deep understanding of human resources functions and company objectives can manage the process and bring in a successful candidate, quickly.

Look for an interim talent agency that:

1. • Attracts and vets the best talent. Confirm that the interim recruiter has a network of vetted candidates. Ask about the number of repeat candidates who have successfully helped multiple companies achieve their goals – and the percentage of repeat clients who recommend the interim firm for its quality service.
   • Is efficient and selective. Rather than suggesting a long list of potential candidates, good interim firms will provide only the top two or three candidates for consideration to make your decision quicker and easier.
   • Fills positions within days or weeks, not months. Good interim recruiting firms know their candidates and have a strong pool of superior talent ready to go when requested. Ensure the interim firm has a large and reputable candidate pool and can get someone working quickly.

2. Partnership and Expertise. While you may be looking for interim help, your interim HR firm should be considered a long-term partner.

Look for an interim HR partner that:

1. • Specializes in a focus area. Interim staffing firms that specialize in a focus area have experts who understand your needs and can identify the best talent, resulting in quality matchmaking.
   • Has practical experience. If the people identifying HR talent have sat in your seat, they are more likely to understand the core functionality of a role and what skill sets and personalities are the best match.
   • Cares about the success of the business, not just their placements. An excellent interim HR firm should strategize with the client on what will benefit their team the most. They will go above and beyond to achieve the best outcome for the organization, not make a hasty placement.
   • Remains neutral and practical. Your HR interim partner should stay out of internal politics but understand the type of candidates that fit your culture.

3. Ongoing Support. Hiring for interim HR talent should be highly personal, not transactional. You want an interim partner that seeks to build long-term relationships with you as a client and with the candidates they provide.

Look for a supportive interim services firm that:

1. • Handles hiring and beyond. Specialized senior recruiters do more than place a candidate. When engaging an interim firm, ask about their hiring and onboarding processes and how they might manage other long-term needs for the interim hire, including payroll, benefits and other backend services.
   • Maintains relationships with candidates. Quality interim firms turn today’s candidates into tomorrow’s clients. Inquire about the firm’s long-term relationships with its candidates. Do they follow candidates throughout the lifecycle of their careers? It’s also a great sign when business leaders who were formerly candidates later reach out to the interim HR firm for staffing help. Ask the firm how many previous placements have retained them to identify HR talent for their team.
   • Converts interim placements into permanent hires. Some interim HR talent want to remain interim. But others hope to turn an interim opportunity into a permanent role. A firm’s win rate of temporary HR placements converted to permanent employees is a good metric for success.
   • Has repeat clients. Get recommendations from other organizations that have been pleased with their interim recruiter.

Hiring interim talent can be a delicate process. But you don’t have to do it alone. Engage a professional interim services firm with the qualifications to make the process less stressful and more productive for your organization.

hrQ Inc.’s interim team has the expertise, efficiency, compassion, dedication and proven track record required for successful placements and long-term support. Contact us to learn how we can fill your interim – and other HR talent – needs.