We’ve talked often on this blog about the need for organizations to consider contingent workers in their staffing strategy. The contingent workforce includes on-call, temporary, freelancers, consultants, and contractors (just to name a few). But even within these titles, there are differences.
Take freelancers for example. If you Google the definition of freelancer, it says “working for different companies at different times rather than being permanently employed by one company.” By this definition, I’m a freelancer. A full-time freelancer.
But I believe many people would say that a person with a full-time job and a side-hustle does freelancing. Our friends at LinkedIn recently shared this infographic on the five different types of freelancers in today’s workplace.
Organizations are not only going to want to make decisions about hiring freelancers for their business, but they are going to have to decide what kind of freelancer will fit with their operation. I’m not just talking about culture fit – although that is important. Freelancers have to be able to work within the structure of the organization. So, if the company needs their freelancer to stop by occasionally for meeting, can a “side gigger” make themselves available? Or if the organization would like to engage a freelancer for a year, is the “substitute” going to bail on them once they find a job? These are things organizations need to consider. Here are a couple of tips to consider when hiring freelancers:
Think about the type of work that needs to be done. When considering a freelancer for an assignment, think about more than just the task. Will phone calls or meetings be required? Is there the possibility you will want to engage the freelancer again? It might help you decide the best type of freelancer to consider.
Consider short-term and long-term arrangements. Build a relationship with freelancers. It’s a win for everyone. The freelancer gets some semi-steady income. The company gets a person who knows them. That’s beneficial when it comes to getting the work done.
Once organizations understand the type of freelancer they’re looking for, it will make it easier to find the right person. Hiring the wrong freelancer is like hiring the wrong employee. The company will constantly be in hiring mode and training people to do the work.2