Small businesses don’t always have the luxury of hiring a full-time staff for each business function that needs fulfilled.
One way fill the requirements gap on a shoestring is to consider using freelancers – an option that is not only more cost-effective, but also provides additional flexibility. If you are careful in your selection process, chances are the freelancer could be capable of fulfilling your role requirements just as well, if not even better!
|Top 5 Reasons Why Organisations Are Increasing Their Use of Contingent Talent
Source: Harvard Business Review
Here are a few quick tips for choosing a freelancer right for your job:
|Do you freelance? Learn what your rights are.|
1) Make your organisation attractive to freelancers
While you may think you have your pick with freelancers, successful freelancers also have their pick with clients! So what are freelancers looking for? A portfolio, of course. What’s in it for them? Are you working on an exciting project that delivers impact on the community? Post-completion, will you provide them with a written testimonial? Will they be able to associate themselves with your logo or brand, and claim credit for specific projects?
Aside from credit, flexibility is also the Number 1 thing on a freelancers’ mind – for most of them, this is exactly why they set out to freelance in the first place! What tools and processes do your organisation have in place that will help them work flexibly, or even virtually?
Lastly, how will you reward them? Freelancers deserve to be paid fairly, so the least you could do is pay them at market rate. When freelancers go above and beyond to deliver your expected output, consider giving them a bonus to show that you appreciate their outstanding service. Words spread quickly in the industry; so cultivate a good reputation for your company and you will be able to attract top freelancers.
2) Use reliable online freelancer platforms
Freelancer and Upwork are great portals for sourcing for freelancers online. Take your pick of web and mobile developers, designers, customer service agents, consultants, and more – based on ratings that have been given to them based on their past projects.
If you’re a local business requiring field support, consider Singapore-based GrabJobs who provides ready-access to part-time talent, solving big manpower issues for the F&B, Hospitality, Events, Retail, BPO, Warehousing, and Logistics industries.
3) Shortlist based on bid and profiles
Depending on the type of expertise that you require, you might get tons of bids very quickly once you post a job. However, be wary of accepting the cheapest bid even if budget is an important consideration. Shortlist the bids that fall within the acceptable range and check out the online profiles of the bidders. Freelancers who have done previous jobs would have gotten ratings from their clients, which can help you assess their work ethic and reliability. Samples of their past projects can also help you assess whether their style will fit in with what you have in mind.
4) Shortlisting Round II: Test!
Once you have shortlisted to about three candidates, test your top candidates to ensure that your freelancer is who they claim to be. The ideal test would be as close as possible to the demands of your job at hand, and take somewhere between 20 minutes to one hour. Consider paying the freelancer for the test project, in order to simulate a real working environment and ensure the freelancer puts in his best effort into the test.
Assess whether or not the freelancer has been able to produce a sample piece that meets your criteria. This test portion should allow to more realistically and accurately evaluate the suitability of the applicant, not just in terms of the deliverable, but also in terms of communication, ability to meet deadlines, and overall work ethic.
If you are still unsure about which candidate is the best fit, you can offer each a one-month trial period, which will give you more time to determine which person is the most suitable candidate.
5) Align expectations and on-board
Once you have selected your freelancer, ensure that you align expectations with your freelancers with proper documentation. You need to have a properly-drafted Consultancy Agreement that regulates the relationship between your company and the freelancer (or independent consultant) who is not an employee of the company.
Key details that should be included in a Consultancy Agreement include:
- Scope of the freelancer’s work, the duration of work,
- Method of payment,
- Conditions for termination of the relationship, and
- How intellectual property (IP) created by the freelancer is assigned to your company.
In particular, it is important for you to define clearly who owns the IP rights of the deliverable or work product that your freelancer produces. Not setting this out clearly could lead to disputes about the duration for which the IP rights are assigned from the freelancer to your company, or the conditions that must be fulfilled for the IP rights to be assigned.
Learn more about the different legal obligations your company has towards Freelancers as compared to Employees. Download our free eBook on Employment:
Even though freelancers are temporary resources for your company, it is still recommended that you provide a well-structured on-boarding process for him/her. This will help connect freelancers with your company’s culture and enable them to approach their work from an employee’s perspective.
With an increasingly mobile workforce and connectivity that eliminates geographical boundaries, your business’ access to great talent is boundless. Businesses today should set themselves up to be flexible and accommodating towards contingent labour so they may receive the most benefit of a flexible workforce, while limiting the administrative and logistical impact of managing them. Well-thought out processes, as well as communication through documentation, help to balance this.
Lastly, don’t forget that the freelancer you hire is only as capable as you empower him/her to be: More often than not, freelancer engagements flop not because of the lack of ability of the freelancer; but rather the fault of the organisation for not setting out the right expectations, documenting a clear brief, or executing per the freelancers’ recommendations.
Have you had any good experiences with freelancers? What have you done to ensure you select the right freelancer for the job? Share your thoughts with us below!