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Our Interim Leadership Process

We ensure that we only work with the very best potential interim managers by putting candidates through a rigorous short listing and selection process.

It is critical to you that as an interim provider we do our homework on the pool of talent at our disposal. The consequences for your organisation can be disastrous if there is a mismatch. By drawing on our skills and expertise in this area you can enjoy our assurance that we get it right every time.

The role of the client

As clients, you too play a key part in the process of selecting the right interim candidate for your post. Your role begins before you contact us with your requirements and it helps if you start by considering the following questions:

  • Do you really need an interim manager?
  • Could the post or project be handled internally or could someone act up into the post and then backfill with an interim to improve staff retention and development?
  • Have you considered the specific tasks for the interim, with deadlines? You can get much more out of your interim when you have specific tasks in mind.
  • Do you have a budget in mind?
  • How many days a week do you require the interim to work, can some of this work be undertaken remotely to save on expenses?
  • Is there the political will behind hiring the interim?
  • Will all of the key stakeholders be around during the first few days the interim starts? This will certainly make them more effective.

If, after considering the questions above you decide that an interim is indeed required, we then begin the follow process:

The brief and short listing process

At the beginning of each assignment we like to receive a written brief from our clients followed by a face-to-face meeting to ask supplementary questions. However, due to pressures on your time we realise that this is not always possible. As a minimum we will conduct a detailed conversation to establish your requirements fully.

From this we will begin by producing a shortlist of between 2 - 4 suitable candidates and vet and reference check them within 24 - 48 hours, sometimes quicker. We will also indicate to you their day rate, their travel and accommodation expenses, and also our fees.

To keep the process moving we will always push for interviews to be arranged as quickly as possible. Good interims are in great demand and any unnecessary delays in the process may see them accept other offers of work.

The interview process

Here are some tips on how you can ensure you get the most out of the interview process:

  • Interviews should be arranged as quickly as possible. As most interims are often available immediately and are more flexible, this tends to be easier to organise.
  • The interview process should ideally be a one stage process, as time is often of the essence with interim appointments.
  • As an interviewer you should aim to get a firm understanding of the candidate’s style and approach as this is often more important than specific technical skills. It’s essential that you have an understanding of how they will approach the key issues from day one.
  • Avoid lengthy discussions over job and person specifications that are better suited to permanent interviews. Focus on the immediate tasks in hand and give the interim the opportunity to explain how they’ll tackle the key requirements.
  • Provide feedback to unsuccessful candidates as well as giving reasons for offering the job. This helps enormously to manage the reputation of your organisation and encourage future applications.

Appointment process

Once you have selected the candidate you feel is right there is still an appointment process to follow:

  • Agree the contracts and reconfirm the rates and fees. This includes gaining absolute clarity over what the interim will be claiming as expenses.
  • Agree a start date and the working pattern/number of days they are expected to work at the outset. Also agree an end date.
  • Work together to draw up a list of deliverables, as they may well have changed from the initial approach.
  • Put regular dates in the diary for review meetings or conversations between you, GatenbySanderson and the interim.
  • To enhance effectiveness book important meetings in the diary of the interim before they start.

Our five step process of due diligence

From our point of view we pride ourselves on the quality of our due diligence process throughout the selection period. This process is made up of the following five steps:

  1. Initial review of a candidate’s CV or profile by an interim specialist.
  2. A face-to-face meeting which includes a full assessment and probing into areas such as reasons for leaving previous posts and development points as weaknesses.
  3. To ensure compliance with EAA (Employment Agencies Act) regulations, all interims sign and return a declaration of eligibility for work in the UK and accept our Terms and Conditions.
  4. Obtain formal references; two telephone references are taken up to not only cover their past achievements but also to assess their suitability for interim management.
  5. Obtain informal references; informal, confidential soundings are taken through our own networks both internally and externally.

If you would like to learn more about how GatenbySanderson can help you, contact us on Leeds 0113 205 6071, London 020 7426 3960 or Birmingham 0121 644 5700.