A small business that lost a critical employee at a critical time was trying to fill the position, without any luck. I suggested hiring a freelancer, and the leadership team instantly responded:
“This role has to be filled by a full-time employee.”
“We need someone in the office 40 hours a week.”
“A freelancer doesn’t have the skills for the position.”
“A freelancer won’t care about our company the way a full-time employee will.”
“There aren’t enough talented employees to go around.”
As the CEO of the 10-year-old women+ studio, Tote + Pears, where we place diverse freelancers on projects that resonate with their interests and lived experience, I hear this a lot. Companies need workers, but they don’t want to, don’t believe in or haven’t considered freelancers a viable option. My reply is usually the same. Today's top talent is freelancing. And that means companies, big and small, may have to adjust now to take advantage of this shift. If you don’t have a freelancer strategy, now may be a good time to create one.
What Is a Freelancer?
A freelancer is a person who performs work independently. Unlike traditional employees who commit their time to one company, freelancers work with various companies throughout the year, usually on a short-term or project basis. They can join you in the office or provide services remotely.
Because freelancers are not employees, they are not bound by the same rules as your employees. They’re responsible for their own medical expenses, taxes, and sick and vacation time. Freelancers can choose who they work for, how they perform the work and how often they do so. They bring their own equipment and tend to offer more specialized services. You can find freelancers through your network by asking for referrals, on online freelancer hiring platforms or through an agency or a staffing firm. There are freelancers in almost every industry with skill sets ranging from entry-level to executives.
How Freelancers Can Help
For decades, companies have been bringing in seasonal, temporary, or independent consultants to round out their workforce. But this type of arrangement has grown substantially over the last few years as companies seek out more specialized and/or affordable talent.
The first step in developing a freelancer strategy is to identify the areas in your business where you have gaps. Those gaps could be in a particular skill set or in staffing specific departments.
There are a variety of business cases for hiring freelancers. You can find specialized freelancers anywhere in the world who can handle various tasks. And a freelancer strategy can help you find the resources best suited for your business.
What Is a Freelancer Strategy?
A freelancer strategy is a plan that helps you identify areas within your business that can be supported by freelancers, the type of freelancers needed and where to find them. It’s a planning tool that guides you when putting together projections.
There is no right or wrong way to create a strategy. But set aside time every year to determine if and how freelancers can be incorporated into your business.
Creating Your Freelancer Strategy
1. Review your existing positions and find the gaps.
The first step in developing a freelancer strategy is to identify the areas in your business where you have gaps. Those gaps could be in a particular skill set or in staffing specific departments. When we’re working with a client at Tote + Pears, we start by reviewing all of the company positions, job descriptions, employee brand, and the company culture.
Then we break down the job description to see which pieces can be outsourced to a freelancer vs. the items that should be handled by an employee. Most items can be outsourced. Notable exceptions are highly sensitive matters or anything that requires historical knowledge of your company, which may be best left in-house.
Long-term projects can be great for freelancers, as they provide the flexibility to start and stop when needed, allowing the business to be reactive, respond to unexpected needs quickly, and plan resources around strict budgets and time constraints.
2. Get clear on your company culture.
Once we’ve identified the tasks and jobs that can be supported by freelancers, we begin documenting the pieces of the company culture that are important. Just like employees, freelancers are people with personalities and values. When finding a freelancer, look for individuals who don’t just have the skills but can also fit into your company culture.
3. Find the freelancer who’s best for your business.
After you’ve identified your ideal type of freelancer, create a job description that outlines the scope of services you’re looking for. Include any critical skill sets and then share the opportunity or look for an agency that has the type of people you’re looking for.
For example, at Tote + Pears, we bringing together mission-driven freelancers of all ages and backgrounds. Our clients come to us because they’re looking for freelancers who share their mission and care deeply about the work. Other agencies and firms are industry-specific, providing freelancers with in-depth industry experience, like CPAs, lawyers, and nurses. And some places, like online freelancer hiring platforms, are designed to help you find freelancers at lower costs. There are also freelancer groups on social media sites that can be helpful.
Vet your freelancer before bringing them on to ensure they’re a good fit. Referrals and testimonials are a great way to confirm a freelancer’s quality of work before committing.
And once they're on board, be sure to make your freelancers feel part of the team. People work better when they feel seen and heard, regardless of their employment type.
Freelancers are the future of work and can offer an instant boost in your business when they’re leveraged correctly. A freelancer strategy can help you do just that by identifying the areas within your business that are ripe for support and finding the right freelancer to help.
Photo: Getty Images
