BLOG: Why in-house secondments are increasing in popularity – HR
Many employers are finding the current recruitment market challenging and are looking at alternative ways to fill job vacancies, even if that means temporarily, writes Jacqui Green.
With not enough skilled candidates around to fill the jobs on offer, firms have started to look at other ways to work within the current economic landscape.
As a result, secondments – the temporary work placement of an employee to another team or organisation – are increasing in popularity.
There are benefits for both parties here. For the employer, a suitable person can fill a role, often for between three to six months, while a permanent solution is sought.
Short-term extension
If things go really well, the person involved may stay on to do another short-term extension or, in other cases, fill the role on a permanent basis.
For the employee, they gain experience in another part of the business to add to their CV and may give themselves a fresh lease of life if they move from a department they have been in for a long while, or one which may not be very busy or challenging at that moment in time.
A member of staff begins a secondment
It also may offer the chance to broaden and develop skills they would not necessarily be able to access within their existing role.
All secondments need to be agreed between employer and employee before they start so there is no chance of someone being sent to do a role they really don’t want to do.
In fact, employees can negotiate new terms of pay during those discussions if their secondment role is an upgrade to the one they are currently doing.
Secondments
Secondments can be either internal or external. Internal secondments are when the work is within another area of the same organisation. External secondments meanwhile, are when the employee transfers to another organisation for a temporary change in role, e.g. while the other organisation is recruiting for a permanent role or needs cover for a period of sick leave.
External secondments usually require an existing link between two organisations, i.e. one organisation may be a client or supplier of the other, and may help to strengthen the relationship between the donor and recipient organisation.
The cornerstone of any successful secondment, internal or external, is an effective and comprehensive secondment agreement which clearly outlines such matters as the timescale of the transfer and the role of the employee who is being seconded.
A new range of document templates is now available to guide employers through the various aspects of putting together a successful secondment.
If you would like any further information, please contact Jacqui Green on 0116 216 9224.
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