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It’s no secret that the labour market has been challenging over the last year or so, with many organisations opting to freeze hiring or reduce permanent headcounts. While growth is still paramount, many businesses have had to find other methods of sustaining it while permanent hiring has remained stagnant. For some organisations in this economic climate, opting to hire employees on a temporary basis has proved a more suitable option. So, what are the trends for temporary recruitment, and how are they expected to change as we look forward to 2025?
Understanding Temporary Recruitment
When hiring a new permanent employee isn’t necessary or possible, an organisation may opt to hire an employee on a non-permanent basis. There are different types of non-permanent work: temporary, interim, and contract. While these terms are often used interchangeably, there are key differences in their purposes and the operational level of the roles.
Interim roles tend to focus on executive and managerial positions, contracts or FTCs are for professionals with niche skillsets, and temporary work can range from junior assistant to manager level. While focusing on all forms of non-permanent recruitment, for the purpose of this article, we’re going to refer to it as ‘temporary’.
Benefits of Temporary Recruitment
For Employees
Flexibility
Temporary work allows employees to have more flexibility, letting them take on work that fits their personal schedule. According to our latest Inside Insight research, 35% of interim communications professionals deemed this flexibility and work-life balance their favourite part of being a temporary employee.
Broadening Skillset & Experience
Temporary work gives individuals the opportunity to work across many different industries and disciplines. This exposure provides them with a diverse skillset, which is advantageous when applying for future positions.
For Employers
Speed to Market
The nature of temporary support means candidates are either immediately available or have a short notice period. When seeking support on an urgent basis, temporary recruitment can be ideal.
Highly Skilled Professionals
Due to their diverse exposure to different industries, temporary employees often have an abundance of skills and experience. This makes them well-placed to support an organisation without needing extensive training. They often bring fresh perspectives and can offer new approaches and solutions to problems.
The Future of Temporary Recruitment
Appeal of Security
Though temporary work can have a reputation for being more unstable than permanent roles, 76% of communications interims stated that they have previously had their contracts extended. With statistics like this, we expect to see more professionals attracted to the prospect of a temporary position as they begin to see more security in these roles, alongside the aforementioned benefits.
Industry Specialisation
The advantages for businesses are likely to foster even more growth in temporary recruitment. Some stats predict that as many as 90% of new jobs are expected to be project-based or involve flexible working arrangements, increasing the need for temporary employees. As industries become more specialised, workers with specific skillsets are in higher demand. Interims and contractors can fill this gap, allowing organisations to hire talent with specialist knowledge on a temporary basis to complete projects without the commitments of a permanent hire.
Economic Uncertainty
In periods of economic uncertainty and low growth, like in 2024, temporary recruitment has been a suitable option for employers. Where market conditions have been unstable, hiring talent on a flexible basis has proved valuable. With growth forecasted to remain low into 2025, temporary recruitment is expected to continue growing in popularity. The ability to remain agile and quickly adapt to changing market conditions and project demands will remain important to organisations.
“As more and more people decide to enter the interim market, most likely brought on post-Covid and the flexibility of working in a hybrid environment, it’s clear to see that organisations are benefitting from this type of resource model.”
— Samira Ashraf, Interim Director of Internal Communications, Inside Insight 2024
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