UNDERSTAND THE APPOINTMENT

Give a defined assignment a defined brief.

Contract and temporary staffing can help when a team needs capability for a particular assignment, period of cover or change in demand. Start with what needs to be delivered or maintained. A project specialist joining for a defined outcome needs a different brief from someone covering recurring operational responsibilities. Explain what is fixed, what may change and how the assignment will be managed.

Availability is only one part of suitability. The incoming person still needs relevant experience, appropriate access and a practical handover. Set out the expected duration, location, working pattern and reporting line. Discuss employment, administration and payment responsibilities as part of the engagement before a placement begins. The arrangement should be understood by everyone involved rather than inferred from the word contract.

When this approach fits.

Project delivery and implementation teams
Short-term cover and changing demand
Specialist skills needed for a defined period

How we work with you.

Define the assignment

Confirm the scope, duration, working pattern and reporting line, together with the expected start date.

Align the engagement

Discuss suitable candidates and agree the employment, administration and payroll responsibilities applicable to the engagement.

Support the placement

Keep communication clear around onboarding, changes to the assignment and the expected handover or completion.

Three decisions that sharpen the brief.

Define the immediate work

Set out the outcomes or recurring responsibilities the person will own. Be specific about the starting point and what is outside scope. This helps distinguish specialist project needs from operational cover or extra team capacity.

Agree practical responsibilities

Clarify supervision, working hours, location, equipment and the engagement model. Establish who handles the relevant employment, administration and payment arrangements before work starts. Raise uncertainties early so they can be resolved in the agreed terms.

Plan for change and completion

Discuss what happens if the work extends, priorities change or an early handover is needed. Name the people who can approve changes. A clear completion plan protects continuity and avoids relying on undocumented knowledge.

MAKE THE CONVERSATION COUNT

Assess readiness for the assignment and plan the handover.

Focus assessment on the work the person needs to take on and the support they will receive. Ask about comparable assignments, how they learned an unfamiliar environment and how they documented work for the next person. For a time-sensitive need, identify the minimum capability required from the start while keeping the assessment proportionate to the responsibilities.

Plan onboarding and completion together. Identify who will provide access, explain priorities and review progress. For project work, agree the deliverables and how changes will be handled. For cover, document the recurring tasks, deadlines and escalation contacts. Decide how knowledge, records and outstanding work should be handed back when the assignment ends or changes.

Talk through the right approach for your business.

Share your priorities, working arrangements and timing. We can discuss the brief and the recruitment approach with you.

Discuss your hiring needs

Who handles the administration?

Responsibilities depend on the agreed engagement model. We discuss employment arrangements, payroll, documentation and day-to-day management before the placement begins.

Your hiring questions, answered.

Can an assignment be extended?

An extension needs a fresh discussion of scope, timing, availability and the applicable terms. Raise the possibility early, but do not assume that a person can remain beyond the agreed period. Confirm any change with the relevant parties before relying on additional coverage or delivery capacity.

What should we prepare for short-term cover?

Identify the tasks that must continue, important deadlines, system access and escalation contacts. Explain the handover available and where the incoming person can get support. Separate immediate responsibilities from work that can wait so the assignment has a realistic focus from the first day.

How do we decide between a contract and permanent brief?

Consider whether the need ends with a defined assignment or represents ongoing responsibility in your business. Think about continuity, supervision and future capability as well as timing. We can discuss the recruitment options; the appropriate engagement terms and responsibilities need to be established for your situation.

Start with the business need.

Share the role, required capability, location and timing. We will discuss what a suitable recruitment engagement would involve before you make a commitment. If the scope crosses several functions, identify the responsibilities that matter most so the brief can focus on a workable appointment.

Explore the teams we recruit for

PRACTICAL GUIDANCE FOR EMPLOYERS

Prepare for the next conversation.

Permanent or contract recruitment: start with the work you need doneCompare ongoing capability needs with defined assignments and clarify the employment arrangement before starting recruitment.A practical workforce planning conversation before you open more vacanciesConnect hiring priorities to business demand, current capability and realistic decisions about capacity.The recruitment brief: what to agree before the search startsGive your recruiter a complete brief covering outcomes, priorities, package, process and decision ownership.

Contract & temporary staffing