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A guide to temping, contracting and interim jobs

by Adam Rouse | 17 July 2015

Over the years, we've seen temporary, contract and interim work evolve from simply being a stop-gap solution to become a credible, flexible career for many. This is why at Sellick Partnership we have dedicated teams of specialist consultants helping to place candidates in these areas. Here is a breakdown on these three different types of working: 

Temporary workers are considered a vital part of staffing strategies for many businesses. Although temp jobs are still used by many people as a short-term measure, they are the chosen, ongoing career path for many others. Temping can be a great solution for students and graduates who need to earn money around their studies or for those trying to re-enter the workforce after a period away from work. Equally, it can be a good move for those between jobs or those who crave flexibility and variety from their work life. As a temp, it's unlikely you'll receive all of the same benefits or job security as permanent employees but it can still be a reliable source of regular, well-paid work - typically paid by the hour. 

If you are keen to ultimately find a permanent role, temping can help to keep your CV looking healthy and your skills sharp while you search for the right position. 

Contractors are typically paid on a pro-rata basis through the organisations payroll. This can be on a fixed term basis, or on a rolling contract. Companies use contractors in a number of scenarios, such as busy periods, special projects or when they are assessing them for a potential permanent role. 

Whereas temps are usually paid by the hour without the perks of their permanent counterparts, contractors will often have the same benefits and holiday entitlement as permanent employees. Contractors normally appreciate the flexibility and breadth of experience that contract jobs can offer them. 

Interim managers are highly experienced professionals with niche skills who can step into specific business situations quickly and make a real impact. This could involve leading a team or project in light of a sudden absence or departure. Equally, interims may be required to take the lead during a period of change or to instigate a new initiative. Rather than simply consulting, an interim executive will be responsible for actually getting the job done.

If you would like to more information on our current temporary, contract or interim opportunities, please call me on 01782 572 700 or email me at adam.rouse@sellickpartnership.co.uk