Benefits of Hiring an Interim
Interim employees bring several benefits to an organisation, allowing your business to adapt rapidly and easily to workload fluctuations and fulfil individual projects effectively and efficiently. Within food manufacturing, peaks and troughs are common, so Interims can frequently be seen as your "rescue plan". Here are some of the key benefits of hiring an Interim from True North Talent to your food manufacturing business:
Expertise
Interim professionals often have specialised skills and experience in a particular area, allowing them to quickly address specific challenges/ projects within the organisation. It cannot be overstated how valuable this experience is, allowing a business to tap into invaluable amounts of expertise and experience to aid them on a project. Because we consistently talk to Interims, day in, day out, we instantly know who will be a good fit in to your organisation - in terms of skills, expertise and culture.
Cost-saving
Hiring an interim professional can be more cost-effective than hiring a full-time employee. For short-term projects, it is often cheaper and easier to hire interim workers rather than employing permanent staff members with all the associated benefits packages and management overheads, such as holiday pay, NI contributions, pension, sick pay, etc.
Speed
True North Talent can provide the CVs of experienced, referenced Interims within 24 hours. They can be contractually on your site within 48 hours. We achieve this because we are continuously networking within the market - we know Interims' availability, rates, specialisms, ratings etc. Businesses can benefit almost immediately from their work.
Flexibility
Interim professionals can be hired for short-term assignments, enabling you to respond quickly and strategically; they can be extended if required
Interims can provide you with improved efficiency and productivity. This in turn can boost profits, enhance your business reputation and improve job security for permanent members of the team. They bring an outsider's perspective to the organisation, offering fresh ideas and insights that may not be present within the existing team.
Call the Interim team on 0161 399 1575 if you would like to explore the possibility of hiring an Interim or if you have an immediate need.
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Fiona McDonald
Business Operations Manager
Fiona McDonald is an experienced recruitment professional with a degree in Hospitality Management. With more than 25 years' recruitment industry experience, having worked across temporary and permanent agency recruitment, in-house and executive search, she has supported businesses and senior professionals across Food & Drink Manufacturing recruitment, Engineering, HVAC, Fire & Security, Commercial and Hospitality.
Latest Insights
Explore our latest market insights on all things food and drink manufacturing.
How specialist recruiters reduce downtime across critical site leads and technical roles
Your Engineering Manager resigns on a Friday afternoon. By Monday you've briefed three agencies. By Wednesday you're looking at twenty-two CVs, and eighteen of them have never set foot in a food environment. You've now lost most of a week and you're no closer to filling the role. The line is still running, the planned maintenance schedule is already slipping, and your Operations Manager has picked up a second job on top of their own. This is the point where the difference between a generalist agency and a specialist recruiter stops being a procurement preference and starts costing you output.
The true cost of a bad hire and why Food Manufacturers are struggling to hire middle-management roles
A new Shift Manager starts in March. By June the pattern is clear. Changeovers are taking longer than they used to, the paperwork lands late more often than not, and two of your stronger line leaders have started asking about roles at the site down the road. Nobody has done anything obviously wrong. The operation is just running worse than it was. That's what a bad hire in middle management usually looks like. It rarely announces itself, and it almost never shows up as a single event you can point at. It gets worse over time, and by the time you've named the problem you've lost six months.
When to Hire Permanent vs. Interim in Food Manufacturing
Your Technical Manager hands in their notice on a Monday morning. There's a BRCGS audit eight weeks out, a customer visit before that, and a quality management system only one person on site properly understands. By Monday afternoon, you're already behind. Production has its own version. A shift manager goes off sick with no return date. A supervisor steps up to cover, and three weeks later that supervisor is taking calls from an agency, because the extra responsibility arrived without the extra money. Both situations force the same decision. Do you run a permanent search and live with the gap, bring in an interim, or do both at once?
How specialist recruiters reduce downtime across critical site leads and technical roles
Your Engineering Manager resigns on a Friday afternoon. By Monday you've briefed three agencies. By Wednesday you're looking at twenty-two CVs, and eighteen of them have never set foot in a food environment. You've now lost most of a week and you're no closer to filling the role. The line is still running, the planned maintenance schedule is already slipping, and your Operations Manager has picked up a second job on top of their own. This is the point where the difference between a generalist agency and a specialist recruiter stops being a procurement preference and starts costing you output.
The true cost of a bad hire and why Food Manufacturers are struggling to hire middle-management roles
A new Shift Manager starts in March. By June the pattern is clear. Changeovers are taking longer than they used to, the paperwork lands late more often than not, and two of your stronger line leaders have started asking about roles at the site down the road. Nobody has done anything obviously wrong. The operation is just running worse than it was. That's what a bad hire in middle management usually looks like. It rarely announces itself, and it almost never shows up as a single event you can point at. It gets worse over time, and by the time you've named the problem you've lost six months.
When to Hire Permanent vs. Interim in Food Manufacturing
Your Technical Manager hands in their notice on a Monday morning. There's a BRCGS audit eight weeks out, a customer visit before that, and a quality management system only one person on site properly understands. By Monday afternoon, you're already behind. Production has its own version. A shift manager goes off sick with no return date. A supervisor steps up to cover, and three weeks later that supervisor is taking calls from an agency, because the extra responsibility arrived without the extra money. Both situations force the same decision. Do you run a permanent search and live with the gap, bring in an interim, or do both at once?
info@truenorthtalent.co.uk
0161 399 1575
100 Embankment,
Cathedral Approach,
Manchester,
M3 7FB
Company Registration: 14987603
VAT Number: 449301888
