Mid-Market Companies Face Talent Shortage. Hello, Interim Managers.

Posted on August 15, 2007. Filed under: alternative staffing, interim management, marketing recruitment, Mid-market |

It’s a great day when you find statistics to back up a thesis. I’ve long experienced that mid-market companies have a difficult time accelerating their growth because of a lack of the right talent. I think this is true in nearly every field, but especially evident, based on my observations, in Marketing and Engineering. Interim marketing managers, this is your cue. Mid-market companies, this is your chance to leave the old models behind and look at how interim management in the marketing department can give your organization an amazing level of energy and flexibility.

In July The Economist magazine published, in association with CIT, a report that looked at the economic outlook for U.S. middle-market companies (by their definition companies from $25M to $1Bn annual revenue). Perspectives from America’s Economic Engine: US Middle Market Outlook 2007 is available for free download.

An excerpt from the report:

“When it comes to obstacles to growth, a shortage of talented staff is cited most frequently (35%), followed by labour costs (25%) and market saturation (25%). The lack of high calibre staff is especially felt by the healthcare and IT industries.”

In other words, a shortage of talent and the cost of talent are obstacles #1 and #2 for mid-market companies. Shake off your TOBMs (tired old business models) and look at the wealth of super-skilled, super-experienced, super-motivated interim managers that are available to your organization right now.

-CB

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One Response to “Mid-Market Companies Face Talent Shortage. Hello, Interim Managers.”

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I agree with your conclusion related to a shift in business models. When you look at some macro trends – baby boomers, globalization, Private Equity roll ups, shortened life-cycles & therefor job tenure, it all leads to a paradigm shift for corporate talent. More & more executives are reaching the same conclusion the corporations are – how to find best in class talent on a variable cost basis – so both sides of that equation are exploring models to meet those needs.


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    A Discussion of Interim Management for Marketing and Sales Functions by Charles Besondy

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  • About this Blog

    This blog is devoted to the topic of interim management for marketing functions within large and small corporations. Interim management as a staffing concept is well-understood and widely utilized in Europe. However, here in the colonies we are just beginning to open our eyes to the business benefits of being flexible and nimble when it comes to staffing senior-level marketers. (c) 2006 - 2012 Charles Besondy
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