Odgers Interim Announces Expansion

June 19, 2017 – The pressure has never been greater for organizations to deliver strong business results in less time and with fewer resources while mitigating the risk of hiring the wrong leaders. To that end, a number of companies have been turning to temporary leaders to fill their C-suite needs and executive search firms are stepping up.

Odgers Interim Canada, the executive interim division of Odgers Berndtson, has expanded, naming Andrew Dmytryk and Camille Petitti to its Canadian team, to meet this increasing demand for more flexible executive talent solutions. “Andrew and Camille are among the most talented consultants in the industry,” said Jason Peetsma, managing partner of Odgers Interim in Canada. “They are highly respected professionals who really understand the talent needs of today’s organizations and they are committed to our goal of providing exceptional client service.”

Interim Search Veterans

With more than a decade of search experience, Mr. Dmytryk comes to Odgers Interim from a Canadian IT consulting organization called ADGA Group Consultants, and brings extensive experience in talent advisement and recruitment. He is focused on the expansion of the firm’s executive interim offering into high potential sectors in the technology space, from fintech to agritech and beyond. His clients include mid-cap growth, public and private equity-backed enterprises. As a bilingual professional, Mr. Dmytryk will split his time between Odgers Interim’s Toronto and Ottawa offices.

Based in Toronto, Ms. Petitti joins the firm as an engagement consultant, specializing in the selection and management of executive interim talent across Canada. She is also bilingual and brings diverse sector experience, having previously worked at search firms Four Corners Group, where she had a national focus within retail and CPG sectors. Prior to that, Ms. Petitti worked to streamline processes and support staff across all functions as a human resources administrator and consultant.

“Our services are really resonating with fast-growing companies,” said Mr. Peetsma. “The ability to have rapid access to an experienced executive when you need it most — and on very flexible and cost-effective terms — is allowing companies to be more entrepreneurial in how they innovate business lines, transfer knowledge and enter new markets.”

Odgers Interim has a talent base of over 6,000 pre-screened interim executives in all functional disciplines in business, government and not-for-profit sectors. It has the ability to identify pre-qualified, interim executive candidates quickly, usually within three to five days.

Massive Shift to Contract Employment Underway
By 2025, most workers (70 percent) and employers (68 percent) agree that a majority of the workforce will be employed in an ‘agile capacity’ (i.e. contractor, consultant, temp worker or freelancer), according to a study released by Randstad US.

Sidestepping Talent Gaps

According to a recent report released by CareerBuilder and Economic Modeling Specialists International, hiring temporary and contract employees can help businesses sidestep talent gaps and remain nimble. The study shows more companies will be tapping into this labor segment, with temporary employment expected to add 173,478 jobs from 2016 to 2018 – an increase of 5.9 percent.

“Today, nearly three million people are employed in temporary jobs, and that number will continue to grow at a healthy pace over the next few years as companies strive to keep agile in the midst of changing market needs,” said Kyle Braun, president of CareerBuilder’s staffing and recruiting group. “Opportunities are opening up in a variety of occupations and pay levels, and this is a trend we’re seeing in a wide range of industries and company sizes.”

A separate report by CareerBuilder found that 47 percent of employers reported that they planned to hire temporary or contract workers in 2016, up slightly from 46 percent last year. Of these employers, more than half (58 percent) plan to transition some temporary or contract workers into full-time, permanent roles.

“Temporary employment benefits both sides of the labor market. Hiring temporary and contract workers helps companies stay flexible and adapt quickly to changing market demands,” said Mr. Braun. “For workers, it opens doors for those who want to utilize various skills, build relationships with different organizations and explore career options.”

These figures coincide with similar findings by The Execu | Search Group. Its “2016 Hiring Outlook: Strategies for Adapting to a Candidate-Driven Market” report found that 26 percent of hiring managers surveyed planned to increase hiring of temporary employees in 2016.

In addition, a recent Adecco study, “Definitive Guide to Building a Better Workforce,” found that 67 percent of companies use contingent labor to enhance their workforce and close talent gaps. The study surveyed 536 C-suite executives across the U.S. regarding the types of talent they need, skills that are most difficult to find, how they are using contingent labor and progressive recruiting methods to enhance their workforces, employee retention techniques and more.

The report found that 80 percent of employers agree that the U.S. skills gap is a real challenge, and it provides insights into how different companies conceptualize and address this gap in talent. Part of the reason for the increased use of temporary workers: Companies are having difficulty finding quality talent.

With the U.S. unemployment rate at an eight year low, competition is fierce for skilled talent. That means it’s more important than ever that companies resolve to invest in the recruitment and development of top talent and explore creative, progressive staffing solutions,” said Joyce Russell, Adecco Staffing USA president.

Contributed by Scott A. Scanlon, Editor-in-Chief; Dale M. Zupsansky, Managing Editor; Stephen Sawicki, Managing Editor; and Chase Barbe, Managing Editor – Hunt Scanlon Media

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