Time to Commit to Something New, Something Longer Term?

6 February 2014

As the economy has shifted into small but progressive amounts of growth, there are unquestionably greater volumes of search mandates in the market.  With this have come two notable changes in candidate activity;

  1. ‘Talent’ is on the move – where organisations have been holding talent through the lean times, these folk are now seeing greater confidence in their market and beginning to seek fresh challenges.  They haven’t had to move, and now they can.  Competition is on the rise.
  2. The interim candidate pool is changing. Candidates who flirted with the interim market are seeking a return to regular permanent berths.  And, some seasoned interims are being tempted by some of the challenges going back ‘inside’ organisations.

With the economic downturn came a need to retrench headcount.  As firms lacked the freedom to grow functions, they shifted focus to retaining talent and utilising highly skilled external resource in short bursts; interims. Simple economics, supply shifts to meet demand and some candidates start marketing themselves as ‘interim managers’.  This is now in reverse. The majority of career interims remain so, while those whose heart was always as an employee migrate back.

If you are one of those making the return trip to corporate life its worth doing some thinking about rationale and motivation. While you may truly fancy the longer term challenge of a permanent career path, share the hooks, share the drivers. Go beyond what is fast becoming the stock industry answer of; “I want to own something longer term and see the fruits of my labours”.

Wanting to see the harvest is admirable and ‘on message’ but it’s quite superficial.  Managing change is different to living with the consequences of change. Showing where you have extended beyond mechanical delivery will differentiate and score well as you look to return to the corporate world.  If not experience, it is this awareness of the picture beyond the programme or deliverable that will assure hiring managers that they are investing wisely. It speaks to thoughts around shared outcomes, growth, progression and succession - all good currency in the present market.

Matt Cockbill is a Partner and Head of Technology & EMI Practices for Berwick Partners and recruits CIO, CTO and other IT Leadership Roles across the UK.

 

 


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