Interim careers: Taking the next step

In our final article in our four-part series, Nick Allwood speaks to our panel of 4 specialist HR interims – Wendy Ramshaw (ED&I Consultant), Sharon Bloor (Strategic HRD & Consultant), Melanie Bowes (HR Consultant & Coach) and Simon Schumann Davies (People Director), about their careers as HR Interims about how best to build relationships with recruiters in your field, whether they would consider permanent roles again before they share their final pearls of wisdom to those wishing to follow a similar path.

You know what it takes to make the transition, to build your personal brand and reputation, the advantages, disadvantages and financial considerations, but how do you take that next step?

Build a relationship with a recruiter in your field

“We all tend to only engage with recruiters when we need a job,” says Wendy. “However, identifying those that specialise in interim positions in your field of experience and then creating a contact strategy is worth doing. Communicating clearly and being honest with recruiters about what you want and don’t want will enable them to identify the right opportunities for you. Having the confidence to say no to an opportunity if it is not the right fit is also important so as not to waste anyone’s time.

Staying connected is a key driver for Sharon when working with recruiters, “Look at what events they are putting on that are relevant for you to attend, support their causes and offer to participate in events they are running, speaker and round table facilitator opportunities, or joining as an attendee. Genuinely look to build long-term relationship and keep in touch consistently - every 4,6 or 8 weeks. You never know where the next opportunity may arise.”

Recruiters are a really important part of Mel’s network. “I would suggest building a strong relationship with one or two specialist recruiters who are clear on the type of work that you are looking for and can keep you front of mind for those types of opportunities. Consulting can also be lonely. The right recruiter can provide a safe space to chat and even connect you with someone who might be able to help.”

It’s a two-way relationship”, explains Simon. “Especially when you are working at the senior level in the HR market. I have worked with many recruitment contacts but the ones I have retained have been because we have built a relationship of mutual trust and partnership. As a candidate, I need to trust them to manage my next career step professionally. And as a client, the consultant must trust me to return the favour. I have always tried to establish a relationship whereby as a client, they do not call me, I call them, and as a candidate, I will only contact you if I need your help; if you have anything of interest for me, I will trust you to pick up the phone. “

Future permanent roles

So, would any of our interim’s make the switch back to permanent? Never say never!

Even though she’s enjoying the flexibility currently, Wendy doesn’t want to discount a move back to permanent, “Possibly. Over my career, I have worked on developing inclusive cultures that enable people to thrive. This is high on my wish list now and I would want to work for an organisation that is people-centred. I enjoy the flexibility that interim and consultancy assignments give which suits my current stage of life where wellbeing and work-life balance is a priority.”

“Yes,” says Sharon. “There are two reasons I would move back to permanent, I hadn’t intended on staying in the interim market so long but for the first 6 years I did have a few key recurring client contracts which also really enhanced my experience across multiple domains and I wanted to make the most of the opportunities being offered. The second reason is the IR35 reforms drastically changed the landscape of opportunity for outside IR35 contractor roles and whilst I would still consider interim roles, I’m at the stage where I want to take the depth/breadth of my experience into a more permanent setting to find an organisation I can really align with, one that offers the opportunity to build a long term meaningful relationship and contribute in an impactful way through strategic HR partnering and leadership.”

Right now, Mel is enjoying this way of working and living ... “but never say never!”

As would Simon, “Never say never – especially for the right role. I am now at the age and stage of my career where I realise, I have achieved massively more than I ever expected to, and I can therefore be picky. For me, a good work-life balance is the most important - Just before the first lockdown, I woke up one morning and the whole of the right side of my face had collapsed. I was 52, working my backside off in a very stressful corporate role, and was a prime candidate for a stroke. Thankfully it turned out to be Bell’s palsy, something I had previously never even heard of. It scared me and was a massive wake-up call. The result of which was a real work/life re-evaluation. Now I prioritise more of what I want for me and my family and less of what looks good on a CV. So yes, I would certainly listen to opportunities even if I don’t actively seek them.”

Final words of advice

Wendy’s advice is, “Be really honest about what you want and don’t want. Having clarity and purpose is vital to keep you on track. When you first take that leap, there is a tendency to panic and go for every piece of work. I have yet to find my precise niche, but I am comfortable with that as I have the freedom currently to explore and be curious. This was the best decision that I made and have really enjoyed the variety and broadening my experience.”

“Be clear about what you’re offering” advises Sharon. “Whether you’re a generalist or a specialist, focus on your sweet spot - ask people that you’ve worked with in the past what they valued about you the most as a professional and personally. Do your research as to current market trends in terms of supply and demand. Engage and build networks as much as you can with people, businesses, and search/recruitment companies. Use your current network to help you connect and build relationships with similar contractors/consultants. Finally, work out how much money you’d need to cover you if you did find yourself not working for 3 months or so - always make sure you have that as a minimum (ideally double that).”

Preparation is the key to success, in Mel’s eyes. “Do as much work as you can to set yourself up for success before making the leap. If possible, establish a few different income sources, for example, I offer career coaching and fractional HR consulting. Now, I have a steady stream of coaching work but would like to build up more HR consulting. I'm sure over time it may shift, and it's nice to have my eggs in a few different baskets.

“If you are going to transition to Interim, do your background research first”, recommends Simon. “You have to be able to do it financially and have the mindset to be able to cope with the uncertainty that goes with it. Resilience is key to accepting that occasionally what you thought might be a 12-month gig could end with 24 hours' notice. It’s a great way of working, but that doesn’t mean it’s for everyone.

Next steps?

Considering making the switch but unsure on what day rate you can command for your role and sector? Download our HR Insights report and salary survey now.

If you haven’t already, read our other articles in the series by clicking here.

Get in touch

Should you wish to have a confidential chat with Nick Allwood to discuss the current HR market or your search for work/recruiting into your team, please contact him directly at nallwood@mdhr.co.uk

To ensure you don’t miss any updates from Macmillan Davies and to hear about our latest events click here to sign up to subscribe to our updates.