Interim workers are often a more attractive option for SMEs than employing full-time staff. Lyndsey Simpson, co-founder of The Curve Group, reveals how to get more bang for your buck from a short-term hire. Over the last six months I have been focusing exclusively on talent as a subset of HR and more specifically, the trouble with talent. I am now broadening out to the wider realms of HR, uncovering common problems and sharing solutions on all the people-related issues in one’s business. This month, I am lifting the lid on interim workers: what they are, why to use one and, more importantly, how to make the most of the expense involved. For the purposes of simplicity, I am going to use the word interims throughout this piece. You may call them contractors, experienced temporary resource or freelancers but what I am referring to is a senior professional employed on a non-permanent basis, usually on a short-term contract or for a specific project. They are often responsible for managing a period of transition, absence, crisis or change within an organisation but, for SMEs, they can often be used to plug the knowledge or experience gaps in your permanent team.