The Process of Hiring Freelancers

The Process of Hiring Freelancers

the process of hiring remote workers

Number of Millennials, joining the workforce is increasing every day. And they are very much inclined toward working from a local coffee house.

Of course, companies are okay with that, well, why don’t they be? They get a productive and high-yielding employee while cutting down the overhead cost moreover saving up to $20,000 per year.

However, hiring freelancers is a tad bit different from hiring an in-house employee. A great in-house worker doesn’t necessarily be a great hiring freelancer. Before hiring any digital nomad, it is essential to monitor their communication skills, work ethic, and time management skills closely. Hiring hiring freelancers can be difficult for firms who have not used it. Now, there are two approaches you can take here. First, you can go for the personal perspective approach. This basically means that you will be the guinea pig for your own organization. You will try to hire and work with freelancer although you don’t have any experience of it. Or you can take the second and more comfortable and relaxing approach. I call it the sit back approach. In this approach, you basically get to sit in a comfy couch and get to read the guide we have created for you while sipping coffee.

Many recruiters are merely pasting old school strategies onto the virtual employee search—and unsurprisingly, it doesn’t always work out for the best.

It’s important to screen candidates during the hiring process and look for characteristics that indicate their ability to work without in-person supervision successfully.

Qualities to look in an ideal remote worker –

A) Proactive Communication

B) Productivity and Flexibility

C) Self-Management Skills

D) Time Management

A specially tailored recruitment process has to be put in place. Let’s see what the hiring process looks like for the freelancers.

Hiring Process

1.Plan Before You Put The Pedal On The Metal

Now with the availability of global talent, I know you must be eager to jump the gun and start hiring remote workers. But before you do that you have to invest some time in planning and clearly defining the path, you are going to take moving forward. Dale Carnegie Quoted: “An hour of planning can save you 10 hours of doing” and that’s true.

You have to figure out whether the domain you work in is suited for remote work. Computer-based work such as programming or graphic design where it’s not necessary for the employee to be on site to fulfill their job responsibilities are best suited for remote working condition.

Setting up and running a freelancers team requires some serious planning and commitment. Especially if you are transitioning from the traditional 9-5 job to a remote setting.

 

Plan Before You Put The Pedal On The Metal

2.Create A Job Post Which Has The Potential To Attract The Worldwide Talent

Now that you are determined to go with the freelancers, its time you set out on your journey. To begin your journey, you first need to find some talented and capable employees. The best course of action here is to create a job post which could be featured on hiring platforms. It’s best to create a job post which clearly outlines the purpose of your company and the qualities you are looking for in an employee.

You can check this guide on how to create astonishing job posts.

There are multiple platforms where you can post your job requirements. Each of these platforms offers something unique on its own. It might get a little too confusing as there are too many to choose from. Well, fret no more as I have prepared a list of the top unconventional platform that provides remote workers. You can check out that list here.

 

Create A Job Post Which Has The Potential To Attract The Worldwide Talent

3.Screening Applicants and Organising Interviews

The best thing about hiring platform is the vast pools of resources who register on the platform. You are destined to find the dark horse you are looking for.

You have posted your request on the hiring platform, so naturally, you are going to be bombarded with the requests. Now the real work starts as you have to go through all the applications received and analyze whether the applicant is a good fit for you or not.

After you shortlist a few of the applicants that piqued your interest, you move to the next phase which is the interviews.

Now the interview is the area where you can actually judge the potential of the applicant.

How to structure a remote interview?

Before you begin interviewing candidates make sure you make a list of characteristics you are looking for in a freelancer. Since the person will be working remotely, it is essential that you align your requirements with the candidate’s abilities.

Few things that you should keep in mind while interviewing remote worker are –

A) Face-to-Face contact – It’s not like that this person will be sitting across from your desk. Getting the personal and in-person feel about the candidate is essential. You need to evaluate that person’s self-motivation, productivity, skills, passion, and his/her thoughts about company culture. This all can’t be achieved by reading an email. Instead, using a video interview, you can quickly evaluate all these.

B) Try not to ask the wrong interview questions – You need to remember that remote interview in different from your traditional interview. Also, virtual employees need different attributes compared to ordinary employees. Ask behavioral questions to determine not only the candidates’ skill levels, but also their organizational skills, career passion, and self-direction. Ask for candidates to explain scenarios in which they worked independently and manage their own time.

C) Don’t skip skill assessment – I have mentioned it before as well that since you are hiring a remote worker it is super important to make sure that the new person is an excellent cultural fit for the company. You need to closely monitor the soft skills of that person, skills like effective communication and time-management.

Now that you are interviewing potential employees make sure you include a test task in your process. Assigning a test task and monitoring how that person performed will provide you with the details on how skilled and experienced he/she is. There might be a case where you are confused between two applicants, assigning the same test task can provide you with insights on which one is better suited for your company.

Top Interview Questions

Have you had experience work as freelancer before?

How do you work alone?

What’s your ideal type of working environment?

How much of your social life comes from work?

Tell me about a situation when you dealt with conflict in the workplace.

These are the kind of questions that can provide you with all the information you require.

After the interviews are done its time to evaluate the applicants and hire the best personnel.

Screening Applicants and Organizing Interviews

4. Put them through the trial

You have hired the best person, do you think your job here is finished, well, you are wrong. Although you have hired the best available applicant, there might be the case that the person is not a good fit for your company culture. It is advised to put the newly hired freelancer on probation. This will allow you to understand his/her working habits and also help him/her to understand your working culture and practices better. This is also an excellent way to test that person’s team compatibility.

Put-them-through-the-trial

5.Build a culture for your freelancers

Post-hiring, you have to keep your freelancers happily working with you.

Make sure you have collaborative tools and services in place. Communication is an integral part of building a culture for freelancers. Think innovative ways to get everyone to sync. Rather than being a skeptic of change, join them.

E.g Most of the times employees listen to music while working; it could be an excellent option to provide paid music service to the employees. You can even create a dedicated Slack channel where everyone can share what song they are jamming to.

Another approach you can take is to organize a yearly workcation and in-person meetups — this helps in building a strong bond between the employees.

By applying these small tricks, you can make them feel that they are a part of something big and a part of your company culture.

 

Build a culture for your remote workers

Conclusion-

Eager to give remote work a try? We’re always happy to spill “insider” secrets on what makes for a comfortable, effective telecommuting team. Drop us a line anytime and let us know what questions you have about the wonderful world of remote work! Also, we can help you take the right steps to build one. Hire Best Talent at RemotePanda.

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