3 Principles to Hiring an Interim Executive

Save time and money during your next search for an interim executive.

SMW worldwide partners offer interim management and temporary executive search needs. As a result, they rapidly provide independent, executive interims to organizations in demanding situations.

Each business is unique. Whether it’s because of the product you sell, location, company culture or because of the people in your organization, each business has a unique set of needs. Not every executive on the top can understand and manage those needs, which is why companies can take months finding the perfect fit.

Interim managers are leagues ahead of permanent executives in years of experience. For example, by the time they switch to an interim career, they have led a wide variety of companies through change and hard times. Despite their diverse backgrounds, it’s important for a company to screen candidates according to their their needs.

Interim management networks, like Senior Management Worldwide (SMW), do the matching for you. They save you time and money during your search by tapping into their network of executives that have already been vetted, and references verified. SMW compares your detailed request against a network of thousands of executives worldwide within their executive
recruitment partners.

If, however, you choose to find an interim manager on your own, there are 3 principles you should follow.

1. Set clear expectations

Make a list of what qualities and outcomes are needed to be successful in the vacant position. Analyze previous executives in that position, and identify what traits and capabilities helped them and what didn’t. Determine what results you want and the skills and expertise needed to make it happen. By combining all these details, you’ll have created a profile of the person who
can meet your expectations.

2. Find their talent

The talent of an individual is what they naturally excel at. For this reason, hiring somebody with a talent in something you need means you won’t need to motivate or manage them. If for example, you need an interim manager to administer a brand redevelopment project, hire somebody who has a knack in design and aesthetics. You can usually glean what their talent is from their CV or
by interviewing in person.

3. Match those expectations to the talent

From among your list of candidates, shortlist only those whose talent matches the expectations of the profile that best fits your company. Hiring an interim manager whose strength is an asset makes it easier for them to slide into their role, and start working immediately. Organizations benefit from having executives that are naturally good in the capacity of the position they work in.

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Piotr Golinski

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