The world leader in temporary and permanent specialist recruitment broessay.com had to set the record straight on temporary work. In 3 points, he gives candidates all the keys to better understand the interim.
Accepting an interim assignment harms career management: FALSE
Accepting an interesting and rewarding temporary assignment is generally well-received by recruiters; whereas a long period of unemployment can be detrimental to a candidate’s career. Faced with a recruiter, it is easier to explain that the interim mission brought a new experience/openness while it is more complicated to ‘value’ a long period of inactivity. Of course, everything depends on the content of the mission. You have to choose your missions carefully: they must allow you to remain in your area of expertise, to open up to new functions, to carry out rewarding projects (and therefore ‘exploitable’).
This temporary assignment can also be a springboard to get a permanent contract; either because the employee gains access to new assignments, enriches his experience, demonstrates his openness and adaptability and therefore increases his employability in the eyes of recruiters; or also because quite simply the company – which chose him as a temporary worker – then offered him permanent employment.
By accepting temporary assignments, the candidate deprives himself of a CDI: FALSE
A temporary worker placed by Robert Half has a one in two chance of being offered a permanent contract. The first reflex of a company wishing to hire an employee on a permanent contract is to review the temporary workers that it has employed in the past or that it currently employs and who have successfully fulfilled their missions. Hiring a former temporary worker on a permanent basis saves time on learning about the company’s activity, its functioning or its corporate culture.
Another positive point: it is with full knowledge of the facts that the candidate accepts a permanent contract in the company. Unlike other candidates, he knows his organization, his philosophy, his managers and his teams perfectly well … quite simply because he has already worked within it. The risk of disappointment is also much lower: the candidate knows perfectly well in which environment he will be working.
Interim does not concern executives: FALSE
This type of contract can also be used to replace employees or managers with executive status, for example during maternity, parental, long-sickness leave, training or because the incumbent is engaged in a long-term project for his company. This type of status can also be offered during interim management assignments in the context of more or less long-term project management.