Detailed interview processes become standard for senior interim recruitment.
In comparison to years gone by, we are finding more and more companies are adopting detailed interview processes, carried out over several stages (previously used for permanent hires), for senior interim recruitment.
Whilst the permanent market remains vacancy rich for candidates in Executive, IT and Business Change sectors with candidates being selective on their permanent moves, the contract and interim market is relatively fluid as candidates are less selective on a temporary, interim or project basis.
This has resulted in a more even ratio between requirements and candidates, giving clients the opportunity to carry out detailed interview processes for senior interim hires.
It is not uncommon now for senior interim candidates to experience a three stage interview process including HR and competency interviewing, whereas in years gone by an interim interview would usually be a one stage meeting with the line manager.
Whilst this can be challenging for senior candidates involved in these processes who are considering multiple opportunities at the same time (and whilst we always urge clients to move swiftly on candidates they are interested in), the clear benefit to all parties is that this should eliminate any chances of unsuitability of either role or candidate, resulting in successful assignments. The obvious risk is the impact on project delivery dates should suitable candidates be lost through lengthy recruitment processes.