The marrying of individual and organisation has resulted in an increase in ‘temp to perm’ offerings. A win-win situation, the business secures an immediately available employee who can operate within the organisation from day one, with the individual performing a ‘working interview’ during their interim employment that is far more beneficial than a succession of one hour meetings. The absence of a probation period is another obvious advantage, whilst teams can be seamlessly integrated as they’ve seen their new leader in action and won’t have to get used to a new style and work method.
The ‘try before you buy’ process is equally beneficial for candidates who are increasingly careful in the role and organisation they choose to work for. The age of immediacy has just as much sway over employees as it does employers and candidates are cautious about committing to the wrong role when their ideal job could be just around the corner. Being agile provides candidates with the ability to observe culture, people and strategy before they agree to permanent employment.
As operating at pace becomes the mantra of the business world, there’s an increasing trend of agile candidates being included in permanent searches. The Global Accounting Network notes that the demand for interim accountants alone has increased by 44% year on year since 2016. Half of the candidates on executive search short lists for permanent positions are often immediately available.
It is now clear that the recruitment model needs to evolve in line with the culture of the world around it. Recruitment firms operating single product models or who have siloed their search, contingent, interim and consultancy departments risk falling behind as they fail to meet either their candidate’s or client’s needs. Agile resource meets the changing pace in markets, business and society, making it the future of the recruitment industry.
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