Start with the challenge, not the method
One of the first questions organisations ask is whether to appoint an interim, recruit permanently or engage a search firm. In reality, that isn’t the best place to start. The better question is: what challenge are we trying to solve? The right approach depends on urgency, context, market conditions, the nature of the role and the outcomes you need.
The recruitment approach should support the outcome, not define it.
Understanding your options
- Executive Search: best suited to strategically important appointments where market mapping, proactive engagement and access to passive candidates are critical, typically Chief Executives, Executive Directors and senior leaders.
- Interim Leadership: ideal when you need immediate expertise or focused delivery over a defined period, often during transformation, change, executive vacancies or service recovery.
- Fixed-Term Appointments: suitable where continuity matters and a defined period is required, often covering maternity leave, secondments or time-limited programmes.
- Contingent Recruitment: often right where there is an active candidate market and a broader campaign is likely to generate suitable applicants.
Choosing the right solution
Every approach answers a different organisational need. Consider how quickly you need someone, whether this is a strategic appointment, whether the requirement is temporary or permanent, whether the strongest candidates are actively looking, and the consequences of getting the appointment wrong.
Common mistakes
- Defaulting to the method you have always used
- Focusing on cost before outcomes
- Recruiting permanently when an interim would deliver faster results
- Assuming executive search is only for Chief Executives
- Delaying decisions while the challenge continues
Oakmyre’s perspective
We don’t begin by recommending a recruitment model. We begin by asking questions. What challenge are you facing? What does success look like? Only then do we discuss whether executive search, interim, fixed-term or contingent recruitment is the most appropriate solution.
Choosing the right recruitment strategy is every bit as important as choosing the right candidate.
Key takeaways
- There is no universally “best” recruitment model.
- The organisational challenge should determine the approach.
- Urgency, strategic importance and market conditions all influence the right solution.
- Successful recruitment starts with understanding the problem before selecting the process.