Why You Should Think Interim Before You Hire
“We need to talk.”
No matter who says this, it’s a moment that makes your stomach drop. You brace yourself, knowing there’s at least a 50% chance it’s not good. And often, it turns into, “goodbye.”
If it is goodbye—whether in a work or personal situation—what you do next matters a lot.
If it’s personal, breaking dishes is bad, no matter what Rihanna says. (Great song, though—highly recommend.) But in a work environment, not “breaking dishes” means slowing down, avoiding knee-jerk reactions, and turning lemons into lemonade. Here’s how.
Don’t Hire
Not yet.
Take a breath. Your person quit for a reason. You probably wish them no ill will, and the problem could be entirely theirs. But if the problem is on your side of the fence—something that drove them out—now is the time to figure out what it is and whether you can fix it.
Sure, you’re suddenly overwhelmed with their workload on top of running a hiring search, which makes acting fast tempting. Don’t.
If you can conduct an exit interview, do it. Keep in mind that everyone frames their story to make themselves the hero of their own narrative (this is a classic example of the self-serving bias in social psychology). Take their words with a grain of salt, but listen carefully—there’s often a thread worth pulling on. This insight could help you understand what went wrong and whether the issue is something you can fix or avoid in your next hire.
But You Need Help Right Now
If you need someone in the chair immediately, consider hiring an interim staff member. Let’s define some terms:
Staff member or employee: A W2 worker who’s managed by your organization and expected to deliver on a set of pre-determined job requirements. (What your heart desires.)
Interim staff member or contractor: A 1099 worker who’s managed by your organization and expected to deliver on pre-determined job requirements. (What may soothe your heart for now.)
Consultant: A 1099 worker who evaluates and makes recommendations on a particular problem or opportunity which is not fully understood yet. (A different beast entirely.)
You want a full-time employee in the chair fast, but to avoid repeating past mistakes—or reinforcing whatever drove your last employee out—take a beat and hire an interim.
Why Interim Talent Is Better Than Ever
The quality of interim staff has skyrocketed in recent years. Here’s why:
People live longer, healthier lives. Sixty-five is the new 50; at 65, many professionals are as active as they were at 50. These folks are often able to retire but don’t want to. That makes them “dangerous” (in a good way). They speak their minds. They bring deep experience, unfiltered honesty, and the ability to articulate solutions quickly. Often, they’ve already done your job and can see both the big picture and the details, offering the added benefits of a consultant mindset.
Young professionals want diverse experiences. Short-term engagements allow them to build a broad skillset quickly. (These folks are more likely to say yes to unreasonable requests, but fair warning…their Turnkey handler will help them maintain a reasonable quality of life.) Unlike in the past, these roles are now seen as career-building rather than job-hopping.
Access to healthcare. Health insurance is one of the main reasons people stick with a W2 job. But thanks to the Affordable Care Act, more people can freelance without losing health insurance, making interim work more attractive.
Use the Interim to Gather Data
With an interim, push boundaries. Be unreasonable. Test their limits by asking for everything, even things way outside their scope. They’ll expect this, and their pushback will give you valuable feedback about what’s realistic. This interaction is data—about the role, its challenges, and what your next permanent hire needs to succeed.
Work with the interim to refine the job description and test any insights from the exit interview. Adjust your expectations and requirements as needed based on what you learn.
If you feel strongly about converting the interim to a permanent role, make sure there’s a “conversion to permanent” clause in their agreement with an agency like ours. (For us, it is standard.) But hold off on revealing your intentions. Once they know they’re in the running, their utterly candid feedback will be tempered.
Once You’re Ready, Hire, and Break Some Dishes
When you’ve got a clear understanding of the job, what it really is, and what it should deliver, now it’s time to hire.
And after all that careful planning? Then, go. Break some dishes. Want to talk through it? Reach out.