Record 4.5 million people quit their jobs in March in the United States alone, with the ratio of unemployed to job openings ever lower.
While the “major uprising” will eventually run its course, the attitudinal changes brought about by the COVID-19 pandemic are likely to be permanent. One of these is the freedom for people to work whenever and wherever they want.
Upwork reported that 59 million Americans – or 36% of the total workforce – freelancers in 2020, an increase of two million people over 2019.
Contract assistance can be an attractive option for resource-constrained firms, but the vetting and boarding process for freelancers and full-time workers can be very different.
PeopleCaddie and Upwork they are platforms that specialize in marrying contractors to employers in need. I asked PeopleCaddie CTO Tim Rowley and Upwork Vice President of Talent Solutions Margaret Lilani what advice they have for companies entering the independent talent pool. Here are 10 tips they offered.
Get everyone on board
Not everyone in your organization is likely to be in favor of hiring contractors, so expect some resistance and be prepared for your situation.
“Dig in and say there is a skills or productivity gap and we need to fill it with the best person possible,” Lilani said. “Set expectations from the beginning.”
Ambiguity or hostility in the workplace will hamper your efforts.
Write a clear job description
You would think that a “walk on the water” is a baseline for reading certain posts.
Candidates need to know exactly what is expected of them and how success will be measured – the more specific the description the better.
Guide colleagues thoroughly
The natural reaction of people to a new face that comes to light in the office a few hours a week is doubtful. Who is getting a job?
“Deal with any questions early and set expectations so that everyone knows what is expected of them before a new person arrives,” Lilani said.
Screen for specific skills
One of the reasons to hire contractors in the first place is to reap the benefits of productivity immediately.
“One has to be strong fit, so you don’t have to spend a lot of time training,” Rowley said. “Make sure you filter for the exact skills you need.”
Respect for the contractor ‘s expertise
“It’s not just the unemployed who are looking for a paycheck. In many cases, they are experts in their field, ”said Lilani. “Many of them have long career backgrounds and have chosen to become independent. Think of them as advisors who value your organization. ”
Delivery on promised workload
If you tell your contractor to expect 10 hours of work per week, you are ready for delivery.
“Failure to do so is a great victory for the contractor,” said Rowley, one of the main reasons why premature appointments end.
Longer promises are better than short promises
Job security is one of the main concerns among contractors.
That’s why “the length of the contract is so important,” Rowley said. “A shorter task will not be as attractive to strong contractors as a long one. In about three months you are interested. ”
Make milestones and measurements clear
“If you do not set expectations that both parties can agree on from the beginning, then things will break down soon,” Lilani said. Success metrics should be quantifiable, clear and consistent.
Take a bench
It is a great pity to return to the well every time you need temporary help. Contractors value long-term relationships as much as employers do.
“Have a virtual talent bench, so when you go into punishment, you can go to your trusted team, either once a week or once a year,” Lilani said. “He’s building trust in advance.” Rowley added, “Have 10 candidates in case you need two.”
Make special considerations for remote work
Contractors should use the same platforms you use for tasks such as collaboration, video conferencing, and document sharing.
In providing this technology, pay particular attention to access privileges and cybersecurity, especially if there is a chance that one may also work for competitors.
Personal note on sometimes used as a performance metric: It’s a practice I’ve always hated because it punishes productive people, but, in many cases, there are no good choices.
That doesn’t mean you shouldn’t look for them, though.
Better results – based payment is whether a milestone is achieved, PowerPoint is delivered, or a project is delivered on time and on budget.
Even if you have to pay by the hour, consider offering bonuses for work that exceeds and is expected. Then everyone will be happier about it.
Copyright © 2022 IDG Communications, Inc.
Thinking of contracting assistance? Keep these 10 tips in mind
Source link Thinking of contracting assistance? Keep these 10 tips in mind