To protect agency workers from exploitation, a new directive to provide equal rights to agency workers is to be introduced in 2011. Currently, a large percentage of permanent workers have more entitlements than their colleagues who are temporary and agency workers. These include working conditions and employment rights relating to working hours, pay, pay rise, holiday entitlement, training support and job assignments, amongst others.
The implication is that companies that currently use temps and agency workers will be faced with increased responsibilities and possible rise in employment costs in the very near future. As the implementation day approaches, many companies have started to rethink their recruitment strategies.
This controversial directive has in the past been opposed by some organizations claiming that this legislation will result in huge job losses, leaving the workers in a more vulnerable situation; as well as hindering flexibility in the industry. Companies relying heavily on temporary staff now have to ask ‘Is this really cost-effective? Is this really sustainable? ‘
To bridge gaps in staffing, many companies are now resorting to the use of outsourcing companies and Interim Managers, depending on the period of cover required to do the work or the level of skills desired. These two options can save huge employment costs in National Insurance, pensions, healthcare, holidays, PAYE, training costs, severance pay, maternity pay, paternity pay as well as many other related expenses.
If you are not sure whether you need to consider using an interim manager, here are some basic FAQs:
Who is an Interim Manager?
An interim manager is a competent, senior level professional/manager that can provide management skills and resources up to MD/ CEO level, usually on a temporary basis. An interim manager may be sought if it is impossible or unnecessary to fill a position immediately or permanently. A company may also require an executive to handle a period of crisis or transformation within its organization, and an interim manager is usually an ideal choice, in terms of experience and period of cover.
How much does an Interim Manager cost?
There is usually a daily rate for an Interim Manager. Some are prohibitively expensive, but it is also possible to find top-level candidates that offer flexible, transparent and cost-effective rates without compromising skills and experience. Rates may be influenced by supply & demand, the hire period/length of assignment, how senior the role is, and in many cases the agencies though which this is contracted. Daily rates vary greatly and can be as high as £1000, so it is important to hunt around for the best rates before proceeding with a contract.
At these high rates, is this really an option I should consider?
The total cost of your employee includes National Insurance, pensions, healthcare, holidays, PAYE, training costs, severance pay, maternity/ paternity pay, search and selection fees, redundancy pay and working materials costs as well as many other related expenses. These costs are not applicable when you hire an Interim Manager, so it can be a cost-effective measure, depending on the day rate and responsibilities involved.
What is the usual contract period?
An Interim Manager is usually hired for a temporary period, with a start and end date defined. On some occasions however, the position may become available permanently, and it is possible for the Interim Manager to fill the position.
How quickly can an Interim Manager become effective?
Most Interim Managers have extensive experience that can be applied immediately after starting an assignment. They would normally add immediate value to organizations, as their responsibilities are clearly defined and they would usually possess a wealth of experience in their chosen field.
How quickly can I find an Interim Manager?
This may vary depending on the location of the job, the nature of the vacancy, and the provider/ network you choose.
What is the difference between a consultant and an Interim Manager?
A consultant provides professional advisory services and would normally establish an action plan, leaving the client company with the responsibility of executing the strategy. An Interim Manager is involved in the implementation process and would stay with the company until it achieves its desired result. This is a more appealing option for many businesses, and in some cases, the role may become part time, long term, or permanent.
IMTB Ltd provides top level Interim Managers at short notice in the UK and overseas. Run by commercial accountants, not recruiters, the company will have a clear understanding of detailed specifications for existing roles, and will be able to closely match requirements with potential candidates, usually within 24 hours of receiving a brief. Operating without geographical limitations, IMTB provides immediate access to hundreds of interim candidates with relevant industry experience and a verifiable track record of success in their field. For general enquiries, you can mail us at chinwe@imtb.uk.com, or call 01582516300. If you have an interim cover requirement, you can contact Martin Lloyd-Penny on 08451299908 or Gary Jesson on 0845 1299907. You can also visit our Interim Management Talent Bank www.imtb.uk.com
The implication is that companies that currently use temps and agency workers will be faced with increased responsibilities and possible rise in employment costs in the very near future. As the implementation day approaches, many companies have started to rethink their recruitment strategies.
This controversial directive has in the past been opposed by some organizations claiming that this legislation will result in huge job losses, leaving the workers in a more vulnerable situation; as well as hindering flexibility in the industry. Companies relying heavily on temporary staff now have to ask ‘Is this really cost-effective? Is this really sustainable? ‘
To bridge gaps in staffing, many companies are now resorting to the use of outsourcing companies and Interim Managers, depending on the period of cover required to do the work or the level of skills desired. These two options can save huge employment costs in National Insurance, pensions, healthcare, holidays, PAYE, training costs, severance pay, maternity pay, paternity pay as well as many other related expenses.
If you are not sure whether you need to consider using an interim manager, here are some basic FAQs:
Who is an Interim Manager?
An interim manager is a competent, senior level professional/manager that can provide management skills and resources up to MD/ CEO level, usually on a temporary basis. An interim manager may be sought if it is impossible or unnecessary to fill a position immediately or permanently. A company may also require an executive to handle a period of crisis or transformation within its organization, and an interim manager is usually an ideal choice, in terms of experience and period of cover.
How much does an Interim Manager cost?
There is usually a daily rate for an Interim Manager. Some are prohibitively expensive, but it is also possible to find top-level candidates that offer flexible, transparent and cost-effective rates without compromising skills and experience. Rates may be influenced by supply & demand, the hire period/length of assignment, how senior the role is, and in many cases the agencies though which this is contracted. Daily rates vary greatly and can be as high as £1000, so it is important to hunt around for the best rates before proceeding with a contract.
At these high rates, is this really an option I should consider?
The total cost of your employee includes National Insurance, pensions, healthcare, holidays, PAYE, training costs, severance pay, maternity/ paternity pay, search and selection fees, redundancy pay and working materials costs as well as many other related expenses. These costs are not applicable when you hire an Interim Manager, so it can be a cost-effective measure, depending on the day rate and responsibilities involved.
What is the usual contract period?
An Interim Manager is usually hired for a temporary period, with a start and end date defined. On some occasions however, the position may become available permanently, and it is possible for the Interim Manager to fill the position.
How quickly can an Interim Manager become effective?
Most Interim Managers have extensive experience that can be applied immediately after starting an assignment. They would normally add immediate value to organizations, as their responsibilities are clearly defined and they would usually possess a wealth of experience in their chosen field.
How quickly can I find an Interim Manager?
This may vary depending on the location of the job, the nature of the vacancy, and the provider/ network you choose.
What is the difference between a consultant and an Interim Manager?
A consultant provides professional advisory services and would normally establish an action plan, leaving the client company with the responsibility of executing the strategy. An Interim Manager is involved in the implementation process and would stay with the company until it achieves its desired result. This is a more appealing option for many businesses, and in some cases, the role may become part time, long term, or permanent.
IMTB Ltd provides top level Interim Managers at short notice in the UK and overseas. Run by commercial accountants, not recruiters, the company will have a clear understanding of detailed specifications for existing roles, and will be able to closely match requirements with potential candidates, usually within 24 hours of receiving a brief. Operating without geographical limitations, IMTB provides immediate access to hundreds of interim candidates with relevant industry experience and a verifiable track record of success in their field. For general enquiries, you can mail us at chinwe@imtb.uk.com, or call 01582516300. If you have an interim cover requirement, you can contact Martin Lloyd-Penny on 08451299908 or Gary Jesson on 0845 1299907. You can also visit our Interim Management Talent Bank www.imtb.uk.com
