The first step is to understand how the job supports the needs of the business. The focus is not only to understand job duties but more importantly, to understand what must be produced in terms of results. It is also important at this step to determine how this job impacts others in the organization and their current level of satisfaction as internal customers. The end result is a clear picture of the business need whether that is to correct a problem situation, maintain the status quo or to take advantage of a growth opportunity.

Step 2 - Make the People/Job Match

The second step is to match the right interim manager to the job. This step involves:

  Matching core job skills, knowledge, and experience – While most jobs have between 10 to 15 tasks or functions, there are a handful that are critical to success. It is imperative that the interim manager be able to perform these functions well.

  Matching the company’s management style and culture – It is important that the interim manager have the right “fit” with the company. This includes a comparable decision-making, communication and team orientation. It is also important to match the company’s speed in reacting to change.

  Matching direct reports’ supervisory needs – If the interim manager will be supervising direct reports, it is important to determine the level and amount of leadership required keep this group moving forward.

Step 3 - Perform the Job

Depending on the length of the assignment, the interim manager will:

  Stabilize performance in the core job functions – In many cases the interim manager’s first task is to address job functions that either are not being performed or are not being performed at an acceptable level. The interim manager will take quick action to stabilize performance at an acceptable level.

  Align job functions with performance objectives – The next action is to ensure that the job functions are aligned with business strategy and performance objectives. The interim manager will reduce or eliminate activities that do not impact performance objectives and focus efforts on those functions that have a clear impact on business performance.

  Improve business processes - Finally, the interim manager will assess current business processes/practices and recommend improvements. In many cases streamlining work processes and simplifying hand offs between work units can have an immediate and lasting impact on performance.

Step 4 - Fill the Position

When it is determined that a full-time employee is required, we can initiate a search for a replacement. During this step we will:

  Develop a job profile – The job profile lists the key job functions and clarifies how these functions work together to create high performance. The profile is used as a benchmark to assess and screen candidates.

  Map out a search strategy – Based on the job profile, a search strategy is developed to include the networks used to create a pipeline of candidates, the process to narrow down the candidate pool to a list of final candidates and the steps to be taken to ensure the best candidate is hired.

  Conduct search, select candidates and fill the position – Based on the search strategy, we will present the lead candidates for client interviews and assist with final negotiations.

For more information on our recruitment services, please contact Renaissance Executive Search.

Step 5 - Transfer the Knowledge

As a result of the assignment, the interim manager has gained a great deal of insight into the company, the position and the business processes used to achieve high performance. During this step we provide a transition for the new manager to ensure a fast start. This may require the development of job aids, orientation training or mentoring through the first few months of employment.