“Stop preconceived ideas about the interim!”

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’).

INTERIM MANAGEMENT |

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.

BRAINFORCE Germany - Interim Management & Consulting | LinkedIn

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.