Criteria for the selection of aInterim Managers
The selection of a suitable interim manager (IM) is crucial to the success of your project. It requires not only valuable experience and expertise, but also the ability to adapt quickly to new circumstances and achieve demonstrable success. The selection of an interim manager is a critical decision for any company facing temporary challenges. It is therefore essential to make the selection with care and foresight and to pay attention to certain criteria. This is the only way to ensure that the interim manager meets the specific requirements of the company and offers real added value.
Selection criteria
What criteria are important when selecting aInterim Managers relevant?
Experience: An experienced interim manager brings extensive knowledge and proven methods that are essential for the successful completion of projects. Pay attention to the number of years in the job as well as the type and variety of previous projects.
Industry knowledge: It is critical to quickly immerse yourself in your specific business environment and develop customized solutions. An interim manager with relevant industry experience understands the challenges and opportunities of your sector.
References: Ask for references and speak to previous clients to gain an insight into the interim manager’s working methods and successes. Positive references are a strong indication of reliability and competence.
Flexibility and adaptability: A successful interim manager must be able to adapt quickly to new situations and corporate cultures. This is particularly important when quick decisions and measures are required.
Results and achievements: Check the candidate’s track record. Have they achieved demonstrable success in the past? Have they been commissioned for similar projects and have they been able to complete them successfully?
Experience and qualifications:
Check the IM’s professional experience and specific qualifications.
Industry-specific knowledge:
Make sure that the IM has sufficient industry knowledge.
References and recommendations:
Ask for evidence and check it carefully.
Adaptability:
Evaluate the IM’s ability to quickly familiarize themselves with new environments.
Focus on results:
Ask for specific examples of successes achieved.
Communication skills:
A good IM should be able to communicate clearly and effectively, both internally and externally.
Availability and flexibility:
Ensure that IM is available and can react flexibly to your requirements
Tips for theSelection procedure
In order to find the right interim manager for your company, you should first define clear requirements and expectations. The key project objectives and necessary qualifications should be clearly defined. Another important step is to consider several candidates. Talk to different candidates to compare their strengths and weaknesses and make an informed decision.
During the interviews, it is advisable to conduct detailed and structured discussions. Ask specific questions about previous projects and successes to get a comprehensive picture of the candidate’s skills and approach. A useful method of assessing problem-solving skills is to give candidates a short task or scenario to rehearse.
An often underestimated but decisive criterion is the cultural fit. The interim manager should not only fit in with your company professionally, but also culturally to ensure smooth collaboration. Finally, it is important to record all contractual agreements clearly and in detail. This includes the objectives, expectations, fees and the duration of the engagement in order to avoid misunderstandings and ambiguities.
