Main Office: +44 (0)1423 900804
It’s time to reflect. Not just on another year gone but on the next 10-year horizon.
Economic growth should be stimulated now the UK has left the EU and entered a transition period until the end of 2020. This, in theory provides at least 11 months of stability and with the shackles off, businesses can now finally plan with some certainty after previous deadlines were not stuck to and the UK remained stuck in Brexit limbo.
Businesses have responded quickly to the UK’s new political landscape according to a recent survey by IHS Markit and the Chartered Institute of Procurement & Supply (CIPS). It suggests for example, that the services sector stabilised in December and that order books had picked up, with optimism at its highest level for 15 months. This concurs with other surveys purporting that Britain’s economy is on course for a strong 2020. The services sector is particularly important because it accounts for around 80 per cent of the British economy. It also happens to account for a large proportion of our client base.
Organisations need talent to grow and push forward with resourcing plans. We are entering a period of significant change and the interim world has to adapt. With the ongoing Brexit twists and turns and the immediate changes to the reforms to IR35 due in April 2020 to the private sector, there are currently more questions than answers. I believe IR35 does provide an opportunity to ensure that interim assignments are more clearly defined and scoped with pre-determined timescales and objectives. It reminds me of the ‘true’ interim market when this was the expectation and the norm before the new breed of interim became a thing, creating a ‘grey’ interim world where it became a convenient route to a permanent role and over use of the title culminating in the growth of the ‘interim’ interim.
Our role is to consult with businesses that all face similar challenges and all need certainty and clarity to move their own organisations forward. After all, how can we expect businesses to plan if they don’t know what they’re planning for? Resourcing is part of this planning process and certainly makes up the bigger picture when implementing New Year and new decade strategies. Without the people to execute the plan, nothing happens. Without the flexibility and deliverables an Interim resource provides, the business can’t change. Without the option of bringing in someone to take advice from, how are you sure the right decision or direction is being taken?
Doing nothing is not a strategy. Businesses will continue to resource experienced executives in times of change, transformation, restructuring, crisis etc. but the reforms to IR35 quite frankly contradict the modern world we now live in where the effects of technology are quite profound. Many organisation are becoming more automated regardless of sector, AI is growing and digital transformation is firmly on the agenda. Flexibility is key. The next 10 years will bring about profound change and resourcing flexible talent must form part of the strategy.
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