A record 4,5 million people quit their jobs (*10*) in March (*10*) in the United States alone, and the ratio of unemployment to jobs hit an all-time high.
While the “great resignation” will eventually run its course, the changes in attitude brought about by the COVID-19 pandemic are likely to be permanent. One is the freedom for people to work when and for whom they want.
Upwork reported that 59 million Americans, or 36% of the total workforce, were self-employed (*10*) in 2020, an increase of two million people from 2019.
Getting contract help can be an attractive option for companies with limited resources, but the vetting and onboarding process for freelancers and full-timers can be quite different.
PeopleCaddie and Upwork are platforms that specialize (*10*) in matching entrepreneurs with employers in need. I asked PeopleCaddie's CTO Tim Rowley and Upwork's VP of Talent Solutions Margaret Lilani what advice they had for companies entering the freelance talent pool. Here are 10 tips they offered.
get everyone on board
It's likely that not all (*10*) your organization is in favor of hiring contractors, so anticipate some resistance and make your case.
"Dig in and say there's a skills or productivity gap and we need to fill it with the best person possible," Lilani said. "Set expectations up front."
Ambiguity or hostility (*10*) to work will torpedo your efforts.
Write a clear job description
You might think that "walking on water" is a reference to read certain job offers.
Applicants need to know exactly what is expected of them and how success will be measured – the more specific the description, the better.
Inform colleagues carefully
People's natural reaction to a new face that shows up (*10*) in the office for a few hours a week is mistrust. Who's job is taken away?
"Resolve any issues early and set expectations so everyone knows what's expected of them before a new person joins," Lilani said.
Screen for specific skills
One reason to hire contractors (*10*) in the first place is to get immediate productivity gains.
"The person has to be solid, so you don't have to spend a lot of time training," Rowley said. "Make sure you select the exact skills you want."
Respect the experience of the contractor
“It's not just the unemployed who are looking for a salary. In many cases, they are experts (*10*) in their field,” Lilani said. “Many have a long career and have chosen to be independent. Think of (*10*) them as consultants who add value to your organization. »
Respect the promised workload
If you tell a contractor to expect 10 hours of work per week, they are bound to comply.
Failing to do so "is a huge blow to the employer," Rowley said, and one of the main reasons engagements end prematurely.
Longer commitments are better than short ones.
Job security is one of the main causes of anxiety among employers.
That's why "contract length is extremely important," Rowley said. “A shorter mission will be less attractive to strong entrepreneurs than a long one. Below about three months, the interest decreases.
Make milestones and measurements clear
"If you don't set expectations (*10*) that both sides can agree to early on, things will fall apart soon," Lilani said. The measures of success must be quantifiable, clear and consistent.
build a bank
Going back to the well every time you need temporary help is exhausting. Entrepreneurs value long-term relationships just as much as employers.
"Have a virtual talent pool, so when you're in (*10*) trouble, you can go to your trusted team, whether it's once a week or once a year," Lilani said. "It's about building trust from the start." Rowley added: "Have 10 candidates (*10*) in case you need two."
Make special considerations for remote work
Contractors should use the same platforms you use for things like collaboration, video conferencing, and document sharing.
When providing this technology, pay special attention to access privileges and cybersecurity, especially if the person may also work for a competitor.
A personal note on using hours as a performance measure: It's a practice I've always hated because it penalizes productive people, but in (*10*) many cases, there are no good alternatives. .
However, that doesn't mean you shouldn't look for them.
A better approach is to pay for results, whether it's hitting a milestone, turning in a PowerPoint, or completing a project on time and on budget.
Even if you have to pay by the hour, consider offering bonuses for work that goes above and beyond. Then everyone will be happier.
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