Interim, Fractional and On-Demand are terms used to describe different types of executive roles that are hired on a temporary or part-time basis.

Interim Executives are hired on a full-time basis for a specific period, usually between three to six months. They act as temporary leaders within the company and assume all responsibilities that come with the position they are filling. They are often subject matter experts who deal with transformation or crisis situations.

Here are five top reasons why companies hire an interim executive:

• To fill a leadership gap when a senior executive leaves or is unavailable.
• To drive change or transformation projects that require specific expertise or experience.
• To reduce risk and accelerate growth by providing immediate solutions and guidance.
• To offer flexibility and cost-effectiveness by allowing the company to pay only for what they need.
• To test the suitability of a potential full-time hire or groom internal talent for succession

Here are five top advantages for executives who opt for an interim executive role:

• They can leverage their expertise and experience to make a positive impact on different organizations and industries.
• They can enjoy greater flexibility and autonomy in choosing their assignments and working arrangements.
• They can expand their network and exposure by working with diverse stakeholders and partners.
• They can challenge themselves and learn new skills by taking on different roles and projects.
• They can increase their chances of landing a permanent role or becoming a trusted advisor by proving their value and fit.

Fractional

Fractional Executives are hired on a part-time basis for an unspecified amount of time. They can work for multiple companies at the same time, and their experience is leveraged for ongoing projects or situations. They may also take on all the traditional responsibilities of a C-suite role in early-stage companies where the workload is lighter.

Here are five top reasons why companies hire a fractional executive:

• To access specialized expertise and experience that they cannot afford or find in a full-time executive.
• To implement growth strategies, marketing plans, or business processes that require fractional working arrangements.
• To save costs and increase flexibility by paying only for what they need and adjusting the level of engagement as needed.
• To benefit from an objective and fresh perspective that can challenge the status quo and drive innovation.
• To bridge a leadership gap or provide mentorship and guidance to internal talent.

Here are five top advantages for executives who opt for a fractional executive role:

• They can diversify their income and experience by working with multiple companies and industries.
• They can enjoy greater flexibility and autonomy in choosing their assignments and working arrangements.
• They can make a positive impact on different organizations by providing specialized expertise and strategic guidance.
• They can challenge themselves and learn new skills by taking on different roles and projects.
• They can increase their network and exposure by working with diverse stakeholders and partners.

On-Demand

On-Demand Executives are a broader category that includes both Interim and Fractional Executives. They are seasoned leaders who can be engaged quickly and flexibly to fill senior leadership gaps or provide specialized expertise. They are often vetted by placement firms and act as trusted advisors to the organization.

Here are five top reasons why companies hire an on-demand executive:

• To access a pool of skilled and experienced professionals who can be engaged quickly and flexibly for specific projects or challenges.
• To save costs and increase efficiency by paying only for the value delivered and avoiding the overheads of hiring a full-time executive.
• To leverage an objective and fresh perspective that can bring innovation and best practices from different industries and markets.
• To bridge a leadership gap or provide mentorship and guidance to internal talent while searching for a permanent executive.
• To benefit from a network of experts and resources that can be tapped into as needed.

Here are five top advantages for executives who opt for an on-demand executive role:

• They can diversify their income and experience by working with multiple companies and industries.
• They can enjoy greater flexibility and autonomy in choosing their assignments and working arrangements.
• They can make a positive impact on different organizations by providing specialized expertise and immediate solutions.
• They can challenge themselves and learn new skills by taking on different roles and projects.
• They can access a pool of skilled and experienced professionals who can be engaged quickly and flexibly for specific projects or challenges.

Blue Genes Research [BGR] has 17 years’ experience in Executive search.

We provide Interim / Fractional / On-Demand Indian Executives & Professionals to growing organizations across the world.

• If you are interested in hiring Interim / Fractional / On-Demand Indian Executives & Professionals – write to me at rkj@bgr.chittlesoft.net
• If you are interested in working as an Interim / Fractional / On-Demand Indian Executive & Professional, then pls click below link and provide your details:

CHRO (Interim, Fractional and On-Demand)
https://www.linkedin.com/jobs/view/3538382384

CMO (Interim, Fractional and On-Demand)
https://www.linkedin.com/jobs/view/3538382379

CEO (Interim, Fractional and On-Demand)
https://www.linkedin.com/jobs/view/3538380787

CFO (Interim, Fractional and On-Demand)
https://www.linkedin.com/jobs/view/3538378875

About the Author.

Ratnesh Jain is an entrepreneur, mentor & author.

IIM Ahmedabad alumni with 30+ years of professional and entrepreneurship experience. Past 17 years in Executive search & Growth consulting.

#ratneshjain #bluegenesresearch #bgr #executivesearch #recruiting #recruitment #hiring #hr #employerbranding #evp #talentacquisition #ta #humanresources #hrtrends #recruitmentraining #learnrecruiting #interviewingskills #recrutingskills #learning #psychometric #assessment #leadershiphiring #rpo #interim #fractional #interimrecruitment #fractionalrecruitment #cxo

Your organizations growth and profitability depends on the quality and speed of your leadership hiring.

Below are top 10 ways your company can drive Executive search / Leadership hiring efficiencies:

1. Clearly define the job requirements and desired candidate qualifications before starting the search process. This will help narrow the pool of potential candidates and save time in the long run.

2. Engage an executive search firm or headhunter specialising in leadership hiring to assist with the recruitment process. These professionals have extensive knowledge, networks and resources that can help identify and attract top talent more efficiently.

3. Leverage employee referrals. Employees often have connections in their personal and professional networks that could be strong candidates for open positions.

4. Utilize social media and professional networking sites, such as LinkedIn, to reach a wider pool of potential candidates. Of course this is a long drawn process if you don’t have ready communities / network.

5. Utilize resume databases and job boards to efficiently identify and reach out to a large number of potential candidates.

6. Consider using a skills assessment tool to pre-screen candidates and ensure that they have the necessary qualifications for the role and save everyone’s precious time.

7. Have a clear and efficient interview process in place, including well-defined evaluation criteria, a structured interview guide and a internal TAT.

8. Utilize video conferencing tools, such as Zoom or Skype, to conduct the initial rounds of interviews, saving time and resources on travel.

9. Consider offering a sign-on bonus or other incentives to attract top talent more quickly.

10. Communicate regularly with candidates throughout the recruitment process to keep them informed and engaged, and to ensure that the process moves efficiently.
______________________________________________________________________________________________________________________
Talk to us if:

• You are unable to close a position in spite of all efforts

• You have a confidential / critical position to be closed fast

Blue Genes Research [BGR] – Hire your next star player in record time.

Delivering top-tier Indian talent, personally headhunted & vetted for you by HR veterans and Management consultants.

Since 2006, our highly-specialized team of senior HR veterans and management consultants has been helping companies put the right people on the job using a hands-on approach and streamlined yet thorough process. We get results because we don’t just match candidates to required skill sets; we connect you with top-tier hidden talent that will align perfectly with your organization’s culture, vision, and challenges—all in record time.

Talk to us to discuss your leadership hiring challenges. PM me or email me at: ratnesh@bgr.chittlesoft.net

Remote / Virtual hiring is the latest trend in leadership hiring.

We have been doing virtual leadership hiring for 4 years now and have done 100+ positions in the past 4 years.

Sharing with you what we have learnt:

Potential benefits and drawbacks to hiring leaders remotely:

Benefits of remote hiring in leadership positions:

Ability to access a wider pool of candidates: When hiring remotely, organizations can consider candidates from anywhere in the world, rather than being limited to those who live in the same location. This can help organizations find the best fit for leadership roles, regardless of geography.

Reduced cost: Hiring remotely can save organizations money on things like relocation expenses and office space.

Increased productivity: Some research has shown that remote workers can be more productive than their office-based counterparts, as they have fewer distractions and are able to work in a more focused and personalized environment.

Improved work-life balance: Remote work can allow employees to have more control over their work schedule and environment, which can lead to improved work-life balance.

Drawbacks of remote hiring in leadership positions:

Communication challenges: Managing a team remotely can be more difficult than managing one in person, as it can be harder to build rapport and trust with team members who are not physically present.

Lack of in-person collaboration: Collaborating and working together on projects can be more difficult when team members are not in the same location.

Potential for isolation: Some remote workers may feel isolated or disconnected from their team and organization, which can impact their engagement and job satisfaction.

Difficulty in assessing candidates: It can be harder to get a sense of a candidate’s fit for a leadership role when conducting interviews and assessments remotely, as you don’t have the opportunity to see how they interact with others in person.

The future of leadership hiring is definitely hybrid.

The leadership hiring process must be a combination of virtual and physical – the initial 2-4 rounds of primary screening, primary interviews and assessment along with research can be done virtual, followed with physical rounds to close faster and accurately.

Adopting hybrid style of leadership hiring can be your biggest competitive advantage in future.

Warren Buffett said – “The Three Things I Look For in a Person – Integrity, Intelligence & Energy”.

Most of us would agree BUT the big challenge is to find out these in an interview or when you meet someone in a limited time.

Below are my thoughts:

Intelligence.

There are a thousand ways to define intelligence – I would define intelligence as the ability to Day Dream, Listen and Appreciate different points of view, Ask without hesitation, Adapt, Compromise, Team approach, Solve, Innovate, Decide, and Act.

Energy

Again there are many ways to judge energy – I would define energy as the ability to be: Confident, Appreciate & Motivate others, Think and talk positive, Curiosity and questions, Easy going, Positive approach, Action-oriented and consistent.

Integrity

This is most difficult to judge. To me, integrity means having a consistent character, keeping promises, being on time, accepting your mistakes, dealing positively, and learning from failures – even when there is pressure or incentive to compromise.

Of course – Aptitude & Psychometric tests and Reference checks help a lot in verifying and deep-diving & correcting your understanding during the interview.

What are your thoughts on this?