Communications

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If you need to fill a position that doesn’t require physical presence, why limit yourself to a 30-mile radius when you can dip into a vast national and even international pool of talent and pick the very best individual for the job?

Research firm Edelman Intelligence surveyed 6,000 U.S. workers in 2017 and predicted that the majority of the U.S. workforce will freelance by 2027. An estimated 57.3 million people worldwide are freelancing, including 57 percent of millennials.

Many freelancers are hired for the unique experience, expertise and value they could bring to a company relative to compensation.

Finding and vetting talent

Finding talent is challenging, whether in-person or remotely. Where you decide to search depends on your requirements.

There are different platforms devoted to different skillsets. For a writer, you might try Scripted. For a journalist, Storyhunter. For a software engineer, Toptal and Upwork, with the latter being one of the largest freelance marketplaces, featuring a wide variety of expertise, from architects to attorneys.

All of the above platforms implement a review system wherein previous employers leave freelancers feedback about their performance and professionalism. Freelancer profiles also generally feature a bio, skillset, and portfolio. And, of course, there’s always tapping into your local network and putting the word out.

Regardless of the vetting tools a platform offers, use whatever processes you normally employ when screening talent—assign tests, conduct interviews, etc.

Onboarding and compliance

Your remote talent should be classified as either freelance or officially employed. Failure to classify employees correctly may entail unwanted liability for your business, not to mention mismanaged expectations. For example, a freelancer may expect to enjoy the benefits and protections afforded to a full-time employee.

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