The 10 Most Made Mistakes When Hiring Interim Professionals

In the world of recruitment, the right interim professional can make the difference between success and disappointment. But without a careful selection process, costly mistakes are easily made.

Curious about the most common pitfalls and how to avoid them? Discover the 10 most common mistakes when hiring interim professionals and learn how to make sure your investment makes a real impact.

1. Big logo, small success?

• What goes wrong: Many companies fall for a resume with impressive brand names. They see that a candidate worked at top companies like Heineken or Philips and immediately think they have found the professional. But a well-known logo on someone's resume does not automatically mean that they can achieve the same success independently.
• What to do: Ask through! Want to make sure the candidate really contributed at that top company? Ask for concrete examples and personal impact.
• Practical tip: Ask for references who can confirm their personal contribution, so you won't have any surprises later.

People& Tip: References are essential - ask for references that can confirm the candidate's specific value and involvement in projects, and avoid surprises.

2. Experience is not everything

• What goes wrong: Lots of experience seems like a plus, but it can also lead to a rigid mindset. Candidates accustomed to certain methods may have trouble adapting to a fast-paced environment.
• What you need to do: Look beyond the number of years of experience and focus on motivation and ability to learn. Candidates with drive and flexibility often bring more energy and innovation.
• Practical tip: Ask references specifically about the candidate's learning ability and flexibility. Inquire about situations where they had to adapt quickly or learn new skills.

People& Tip: A fresh perspective is often worth more than years of experience. We therefore pay attention not only to resumes, but especially to personal ambition and the ability to drive change.

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3. Cronyism over objectivity

• What goes wrong: There are times when a candidate is hired because he "knows the right people." But decisions based on relationships rather than performance often lead to poor matches.
• What to do: Work with objective, measurable criteria and involve multiple team members in the selection process to get a balanced view of each candidate.
• Practical tip: Use structured interview scorecards. This will give you objective feedback from everyone involved and ensure a fair assessment.

People& Tip: Networking and connections are valuable, but performance should always come first. We help you maintain an objective focus during selection.

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4. No selection on stakeholder management

• What goes wrong: Many companies judge candidates only on their fit within the team and forget to look at their stakeholder management skills. For many interim roles, collaboration with other departments is essential to achieve real results.
• What to do: During the interview process, ask for examples of previous collaboration with various stakeholders. This will give you an idea of their ability to build relationships and manage interests.
• Practical tip: Ask for references from different stakeholders to get a good idea of the candidate's interpersonal skills.

People& Tip: Good cooperation with stakeholders is often the key to success. Therefore, we always pay attention to communication style and the ability to create support.

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5. Thinking only strategically, not implementing the 'basics'

• What goes wrong: Some interim professionals want to work only at the strategic level and consider operational tasks a "sideshow." That can cause problems, especially since success often depends on a solid foundation.
• What to do: Be clear about expectations from the beginning. Make it clear that operational tasks are not an afterthought, but essential to keep the whole thing running.
• Practical tip: Give examples of operational tasks expected and ask if this fits within their approach.

People& Tip: We always screen for willingness to contribute at all levels to ensure you are helped both strategically and practically.

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6. Not agreeing on KPIs

• What goes wrong: Without clear KPIs, you don't have a handle on how to measure performance, which often leads to confusion and misunderstanding.
• What you need to do: Set clear KPIs before the start of the assignment. This provides a framework for success and ensures that both parties know where they stand.
• What you need to do: Make sure the KPIs are formulated SMART. Actively involve the candidate in formulating the KPIs so they feel ownership of the outcome.

People& Tip: We believe it is important for our professionals to be accountable. That's why we set KPIs together with you and evaluate regularly.

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7. Lack of self-starting ability

• What goes wrong: Interim professionals are often hired to work independently. When it turns out that they actually need a lot of guidance, it leads to delays and extra work for the team.
• What to do: Ask for examples of previous projects that required them to work independently. Independence and proactivity are essential.
• Practical tip: Ask references specifically about the candidate's self-starting ability. This will help you determine if they are truly proactive.

People& Tip: Our interim professionals are used to adding value quickly and independently. Feel free to ask us for examples that illustrate this.

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8. Uncontrolled use of external agencies

• What goes wrong: Some interim professionals bring in outside parties to get results faster, but this can incur unnecessary costs and cloud the overview.
• What to do: Agree in advance on the use of external partners. Let it be known that the budget is limited and that outside help will be used only when really needed.
• Practical tip: Provide a clear budget framework so the interim professional knows what the limits are.

People& Tip: Efficiency comes first. We always agree clear limits on external hiring, so you know where you stand.

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9. Inaccessibility during the assignment

• What goes wrong: An interim professional must be available for questions and updates. Being difficult to reach can lead to problems and delays.
• What you need to do: Make clear arrangements for availability and regular check-ins to ensure smooth communication.
• Practical tip: Establish how often and when you want to tune in and communicate this clearly with the candidate.

People& Tip: We ensure that our professionals are always available for updates and evaluations. This ensures progress and avoids surprises.

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10. Only physically present, not really involved

• What goes wrong: Sometimes an interim professional appears physically present, but without real commitment or passion. For HR and recruitment roles, this can negatively affect the impression of your organization.
• What you should do: Look for people who exude real commitment and who are enthusiastic about their work. You can often see this in the way they talk about past projects.
• Practical tip: Ask for references that can speak to the candidate's commitment. This helps you see if they truly put their heart and soul into their work.

People& Tip: We screen for commitment and passion, because we know that's what makes the difference for your organization. Feel free to ask us for examples!

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Conclusion: assure yourself of the right match

Finding the right interim professional requires critical questions, experience and sometimes the ability to see through first impressions. At People&, we help you through these pitfalls. That way you can be sure your investment will pay off.

Want to know how we find the right interim professional for your organization? Avoid these pitfalls and choose critically. Contact People& and find out how we find professionals who really make a difference.