Posted by The world of work has changed. We’re living in a time where more people than ever before are working from home or freelancing. Freelance workers make up over 50% of the workforce in many developed countries.
The freelance economy is growing at an incredible pace here in Australia. According to statistics from the ABS, there were 643,400 Australian freelancers in 2016. That’s enough to fill our entire trade union membership! And this doesn’t even take into account all the self-employed contractors out there.
This trend towards greater independence and flexibility means that the world of work is becoming increasingly diverse. It’s already well underway. For example, the Bureau of Labor Statistics reports that by 2020, 15% of jobs will require some form of digital literacy.
This shift towards greater diversity and flexibility makes it harder for traditional companies to compete. It also creates new challenges for HR departments trying to recruit and retain talent. But it’s not only businesses that need to adapt. As more and more people choose to become independent, so too do they expect to have more choice when it comes to how they work, what they work on, and who they work with.
As the world becomes more flexible, the old ways of doing things no longer apply. Traditional employment models simply can’t keep up with the needs of today’s workforce. So, as you look to grow your business, consider these three key questions:
Implementing Freelance Employment Model
- How can I attract and develop great staff?
- What skills should my employees have?
- How can I support them through their career development?
We’ll go into each one of these questions in more detail below.
How can I attract and develop good staff?
If you want to build a successful company, then you need to attract and develop the right kind of staff. This includes both internal candidates (your existing employees) and external ones (candidates you might hire).
But if you don’t know much about attracting and developing talent, you could end up making costly mistakes. Here are just a few of the most common ones:
Don’t assume that everyone wants the same thing. When we talk about ‘talent’, we usually mean someone with specific experience, qualifications, and skills. But what happens when you try to find someone without those qualities? You may get lucky and find someone willing to start somewhere close to your ideal candidate. Or maybe you’ll find someone happy to settle for something less than what you’re looking for. Either way, you could end up wasting valuable time and money.
Don’t focus solely on salary. Salary isn’t everything. Sure, it’s important. But it shouldn’t be the only factor you consider when hiring. After all, your job is to help your employee succeed. If you’re offering a low salary but providing them with other benefits such as training, mentoring, and opportunities for professional growth, you’ll almost certainly find yourself with a happier, better-performing team member.
Don’t forget about culture. Culture matters. People often underestimate its importance. They think that if they offer a competitive salary, their employees will flock to them. But this isn’t always true. If you want to attract and develop top performers, you need to create an environment where they feel valued, supported, and challenged. And this doesn’t happen overnight. It takes time and effort.
So, while there are many different ways to attract and develop talent, here are some simple steps you can take to make sure you’re heading in the right direction:
Start by asking yourself some tough questions. Ask yourself what you value in a person. Then ask yourself why you value it. Why does it matter to you? What difference does it make to your success? Once you understand the answers to these questions, you’ll be able to identify the traits and behaviors that you’d ideally like to see in any new hires.
Once you’ve identified your values, use them to guide your recruitment process. For example, if you value honesty, you might want to advertise for honest people. If you value passion, you might want to look for people who have a strong sense of purpose.
Once you’ve recruited your first batch of candidates, give them a chance to prove themselves. Don’t immediately put them in a position where they’re expected to do too much or too little. Instead, let them show you what they’re capable of. Give them tasks that require them to demonstrate their strengths and weaknesses. Let them fail – but not too often.
Finally, once you’ve hired your initial group of recruits, keep an eye out for signs that things aren’t going well. Are they struggling to meet deadlines? Do they seem unhappy at work? Is their performance declining? If so, then it’s time to act.
You don’t have to wait until you’ve lost a key staff member before you start thinking about how to replace them. The earlier you start planning your replacements, the easier it will be to recruit the best possible candidate. So, instead of waiting until you lose someone, start recruiting now!
How can I make sure that my employees are getting the right training and development to help them grow their careers with us?
What is the best way for me to manage my staff?
There are better ways to manage your staff than the traditional approach. If you hire freelancers or contractors for your work, you can choose exactly which skills you need, rather than being forced to hire someone based on their experience.
The same goes for managing your staff. There are plenty of tools available that allow you to track employee performance, communicate effectively and hold regular meetings. You could even set up a virtual meeting room so that everyone working remotely can participate.
But whatever tool you decide to use, remember that the most important thing is consistency. Make sure that all your managers are using the same system and that they follow the same guidelines when communicating with each other. This will ensure that your employees know exactly what to expect and that they feel supported throughout their careers.
How can I support them through staff career development?
The best way to help your employees is by providing a positive work environment. In addition, you should be aware of the following:
- Make sure that there are no barriers between the employee and supervisor or manager.
- Ensure that your employees have a say in decisions made regarding their roles and responsibilities.
- Encourage open discussions around issues such as pay, benefits, and promotion.
- Be supportive of your employee’s personal goals and aspirations.
Bonus Point: What are some tips for helping my freelance employees succeed?
The first one is your reputation. Your customers will judge you by your products and services, and if they see that you treat your employees poorly, they may stop buying from you.
The second factor is your pricing. Freelancers must compete against companies that offer lower prices. But this doesn’t mean that you should pay high than your competitors. Instead, you should focus on offering quality products and services at a reasonable price.
If you want to attract top talent, you need to show that you care about your employees. They are the ones that will keep your company running smoothly, and they deserve to be treated well.
Freelance marketplaces play an important part in the future of work and new work trends. As a result, many people are now turning to these platforms to find jobs. However, it’s still unclear how much impact these platforms will have on the job market.