Finding top candidates for interim reward jobs is vital for any employer. Whether you are looking to fill a temporary gap in your reward department or want to recruit a specialist to address challenges or head up a new project, the candidate you hire should be able to carry out their role successfully.
When sourcing top applicants, you will want to find professionals who meet the demands of the role as well as the ethos of the business. Therefore, it is important to have a full understanding of what you expect from your interim staff before starting the recruitment campaign. Here are a few pointers to help you on your way to pinpointing the most suitable candidates for the role.
Who is your ideal candidate?
Before you even start advertising your interim reward job vacancy, think carefully about the skills, expertise and experience you would ideally want your candidate to hold. Do you need them to have any specialist knowledge? Will they need to be an innovative thinker and have experience in running campaigns? Or, do they need to know how to manage a team and head up a project?
By thinking carefully about what you want from candidates, you can make sure that you pick the right person for any interim reward jobs you have.
This may include:
- Excellent analytical skills
- A close eye for detail
- Highly organised
- Good written and oral communication skills
It is important that candidates seeking work in HR be able to demonstrate these skills as they are vital to fulfilling their key day to day responsibilities. Candidates may have previous experience in various areas of the compensation, benefits and reward sector to afford them these capabilities including working as an HRIS manager, a reward manager or a compensation specialist.
For instance, an HRIS Manager will be adept at analysing data and identifying any discrepancies, leading to problem solving capabilities as they apply the knowledge the data has given them to their HRIS administration practices. These skills are highly sought after in a compensation, benefits and reward role, and it is likely that candidates who are able to show they are proficient in these areas will be in demand; making an interim reward candidate more attractive for those companies wishing to fill a position quickly.
What do you have to offer?
Remember that interims, particularly those who are experts in their field, may have a number of work offers from different companies.
Therefore, it is important to make sure that your organisation stands out from the competition. A positive working environment, the possibility of future work and good benefits can help you to attract the highest calibre candidates to your interim reward jobs.
Select the best candidate promptly
Once you pinpoint your ideal candidate, respond to the professional as soon as possible. This will allow you to secure the right person for the job role, and set the wheels in motion so that they can get started as soon as possible.
Investing in expert recruitment guidance
Whether you are looking to hire a temporary HRIS Specialist or have fixed term employee benefits jobs available, Portfolio CBR can offer specialist recruitment support as you search for interim compensation, benefits and reward staff.
We can provide you with expert advice throughout the process and also manage the entire recruitment campaign if necessary. With our recruitment service, a dedicated consultant will always be on hand from start to finish, making sure that you are able to successfully fill the position.
For further information on how Portfolio CBR can help during your recruitment drive, contact us on 020 7650 3190.