Job swaps: the essentials
1. What is a job swap?
- A job swap can be a six to twelve month role within a supplier or retailer
- It incorporates a "real" role with appropriate accountabilities
- It must be a role that wouldn’t break confidentialities or cause conflicts with a counterpart
2. Why job swap?
- Personal development for high potential candidates
- Strengthens the business relationship
3. Which candidates are appropriate for job swaps?
- High potential candidates from middle management who are ready for their next move
- Not too junior or senior. To get the most out of leadership learning timing in career needs to be right.
- Someone with the right attitude who is flexible and resilient
4. What support is required during the swap?
- Sponsors - both parties to act together, and regular reviews with swap candidates
- Line manager - high level of support and challenge to maximise experience and development
- HR and legal - from both organisations, confidentiality agreements in place
- Mentor - more senior manager from outside of immediate team
- Peer buddy - same work level, consider matching personal interests
5. Who pays the bills?
- Swap candidates retain their employment status in their home companies, salary, expenses, relocation etc. paid for by home company
6. I’m in, what are the next steps...?
- identified a suitable candidate? Select the candidate first, then find a suitable role
- found a suitable role for incoming swap? Whether the role is within or in addition to headcount needs to be decided early on
- gained business buy-in?
Once these three key elements are in place, the final steps are:
- Business matching
- Legal framework between the organisations
- On-boarding process, relocation, induction etc.
Job swap case studies