Why Bring in a Temp This Summer - and Why Membership Organisations Shouldn't Leave Everything to Autumn

Are you making the most of summer – or risking a September scramble?

Summer is often seen as a quieter period across many sectors. Yet in practice, these months are rarely still for membership organisations. Member renewals, event planning, governance reviews and data management don’t take a break when the sun comes out!

For many membership bodies, summer is precisely when foundational work is done - and it’s also the time when gaps in resource can become most apparent. Bringing in temporary support during this period can provide vital continuity and strategic benefit. Equally, those looking to make permanent appointments in Q3 or Q4 should begin the recruitment process now - because waiting until autumn often means missing out on the best candidates.

The market is primed: temporary candidates are highly available and highly skilled

Recent data from the Office for National Statistics (ONS) backs this up. According to the ONS, the number of temporary workers in the UK increased by 9.8 per cent year-on-year during the February to April 2025 quarter, reaching approximately 1.60 million within that period. That’s a substantial swell!

Alongside this, temporary wage growth is also at an 11-month high, possibly reflecting employers’ willingness to secure skilled individuals quickly and flexibly. For membership organisations dealing with fluctuating workloads and limited internal capacity, this provides an opportunity to bring in professionals with relevant experience in membership administration, project delivery, CRM optimisation, and member communications.

Temporary support is a strategic move

While it’s true that many organisations turn to temps for short-term cover, the value they bring goes far beyond holiday absence. In the membership sector, temporary professionals are often brought in to support time-bound initiatives such as member engagement drives, database migrations, or event delivery. These roles require more than just availability - they demand sector familiarity, precision, and professionalism.

You wouldn’t be alone in this - a recent report from Hays revealed that 33% of employers hired temporary or contract staff in the past year specifically to tackle skills shortages. Clearly, for organisations facing peaks in operational demand or managing transformation projects, this kind of short-term, high-impact resourcing makes good business sense.

Summer onboarding offers a real advantage

Starting now also means a more thoughtful and less pressured onboarding process. New joiners - whether temporary or permanent - can be brought in during a quieter window, giving them time to settle before the traditional autumn ramp-up. For temporary staff in particular, this allows for meaningful handover and integration into key processes, rather than rushed introductions amid busy Q4 timelines.

This matters for internal teams too. With annual leave schedules in full swing, having a temp on hand to keep projects moving forward means permanent staff aren’t overstretched, and member experience remains consistent. A 2023 survey showed 53% of UK employees felt consistently overworked, with 39% saying this stress hinders performance. Perhaps more alarmingly, a third of employees leave jobs due to being overworked, highlighting the long-term risk of persistent strain on internal teams.

Why you shouldn't wait until September to start your search

There's a common misconception that September is the perfect time to begin recruitment. But in reality, it's already too late as autumn traditionally brings a substantial rise in hiring activity and applications. Data shows that job postings in autumn are around 34% higher than during the quieter summer period (June-August). That means a flood of organisations competing for the same talent!

Not only are there more jobs being advertised, but candidates are already applying en masse. September typically sees a “September Surge” of candidate activity, as job seekers return from summer breaks and shift into job search mode. In such a crowded window, recruitment becomes rushed, decision-making delayed, and quality candidates grow harder to secure.

By contrast, acting now places you ahead of that rush. Recruiting in June, July, and August grants access to a wider, more engaged candidate pool, and gives you choice and breathing room to evaluate quality culture and capability fit. In turn, this enables a smoother process and stronger decisions, rather than scrambling through over-subscribed pipelines in Q3.

And let’s be honest - it means you can enjoy your holidays with real peace of mind, knowing your team structure is sorted, recruitment is complete, and you're fully prepared to serve your members in the second half of the year ahead.

Planning now pays off later

Whether you're thinking about bringing in temporary support to maintain momentum, or planning for longer-term appointments in the autumn, starting early sets your team up for success. The market is moving now, and so should you.

Acting decisively this summer gives you control, better access to talent, and ensures you're not playing catch-up when workload peaks later in the year.

At Membership Bespoke, we specialise in temporary and interim recruitment for membership organisations. Whether you need experienced cover for a key project, additional capacity during a busy period, or the flexibility to trial a new role without long-term commitment, we’re here to help.

From last-minute placements to carefully planned interim appointments, we make the process straightforward and tailored to your needs.