Companies that need support in crisis management or need to fill a vacant management position on a temporary basis often resort to so-called interim mandates. One area of application is project work, when the capacities or project management expertise of the respective company are insufficient. Other possible applications include, for example, special topics for which a company does not need to have one or more experts on its permanent staff.
But how willing are specialists and managers to accept such interim positions? The HR experts at HR Consult Group asked this question in a survey of over 10,000 candidates. The aim of the study is to gain a better understanding of the wishes and needs of candidates in order to tailor the services offered by recruitment consultancies as precisely as possible.
Back to the initial question: Do candidates even want to accept temporary leadership positions?
Yes, they do!
When asked about interim mandates, the vast majority of participants (60 percent) indicated their willingness to take on such positions. Of these, slightly less than one-fifth of respondents (18 percent) stated that they are fundamentally willing to fill an interim position. In doing so, they consciously accept the short-term nature and specific challenges that such jobs entail. At 42 percent, the majority of participants would accept project-based interim positions, thereby establishing a clearly defined (thematic) framework for the role from the outset. However, 40 percent of candidates would not want to take on such a position.
Interim positions often involve rather difficult and sometimes unpleasant tasks, such as restructuring or even closing and liquidating a company. It is therefore not surprising that many of the candidates surveyed are not interested in such a position. However, particularly ambitious job seekers may find fulfillment in these often tricky problems. Once the case is solved, the next challenge in the form of another interim position awaits the candidate.
About the author
After completing his studies in automotive engineering and industrial engineering, he began his professional career in the automotive industry in the areas of sales, development, and marketing, and also spent a year in Japan with one of the largest automotive suppliers.
He then moved to a world-renowned premium car manufacturer, where he was responsible for product marketing for Japan and South America as well as marketing strategy for North and South America.
In 1994, he decided to become self-employed and founded a personnel consulting firm in Munich, where he has been driving development and expansion for over 20 years. As managing director, his industry focus is naturally on the automotive world as well as mechanical and plant engineering.
His doctorate in the field of aptitude diagnostics ideally complements his areas of expertise, particularly in relation to human resources and management consulting. His dissertation deals with the identification and verification of typical personality traits of engineers and the definition of areas of development for a successful career.
These are scientifically derived and presented in the book "Eignungsdiagnostik im Praxiseinsatz" (Aptitude Diagnostics in Practical Use).
At the same time, he focuses on establishing networks and cooperation models as well as the continuous development of systems and processes in HR consulting.
Over the past 20 years in HR consulting, he has developed several brands that continue to operate successfully on the market today.
