So, you’ve just proposed bringing on freelance workers at your company. While the numerous benefits seem obvious to you, you are instantly inundated with a barrage of questions. Fear not, we’ve all been there. Although freelancing/ remote working is a very popular trend in the business world, hiring them is still considered a radical idea. Here are a few common objections we hear and ways that you can overcome them:
The essence of this question is quality, and it’s a legitimate concern. However, there are a few ways to ensure that you’re hiring top remote workers.
First, if possible, try to exclusively hire pre-vetted freelancers. Platforms, like Turing, provide companies access to hundreds of freelancers/ remote workers, from all over the world that are already screened, interviewed and tested.
If it is not possible to do so, then screen and test remote candidates yourself, during the interview process. It’s all about the deliverables, so give them a take home project that is typical of the work you would be assigning them, should they get the job. Once hired, start them off with smaller tasks that you can sign off on—this will allow you to spot any discrepancies in their work early on.
2. “How Will We Manage Them?”
A large part of finding the right freelancer is finding someone who works well with your management style. This involves as much introspection, as it does an outward search for the right candidate. First, know what kind of a manager you are and commence your search based on those conclusions.
Whenever possible, try to hire freelancers/ remote workers, who will keep the same (or a similar) schedule as you. Also, make sure to use clearly defined, time-sensitive OKRs, as this is a general management principle really, but is applicable in freelance structures as well.
3. “And What About Communication?”
It is a very common and legitimate concern that communication, in regards to freelance/ remote workers, across various geographic and cultural borders, is not practical. However, in the digital age, this really shouldn’t be a point of contention. Given the amount of technology available at your disposal, it is actually the best time to invest in freelance workers.
Learn more about effectively facilitating communication among remote and freelance teams, here.
4. “But, But, But—Cultural Differences!”
We hear this one A LOT, but here’s the thing: having workers from different cultures and nationalities isn’t a bad thing. In fact, it’s a great thing! By having a more culturally diverse and inclusive team, you’re doing your PR a world of good – in addition to boosting your team’s overall creativity and efficiency. Yes, you read that correctly. Teams that are culturally diverse are more likely to come up with creative breakthroughs and insight.
While the concept of hiring global, remote employees may seem like a precarious business decision, it is only a fact that this is the way of the future. With so much technology and global talent at our fingertips, it seems silly not to give hiring remotely a chance.
To hire pre-vetted global and remote developers, check out Turing’s website. We place the top 1% of job candidates with companies in need of their services. Our remote developers go through a series of background checks, interviews, and tests, before we place them with an assignment, assuring you that you only receive the best of the best in terms of talent, personality, and reliability.
Tell us the skills you need and we'll find the best developer for you in days, not weeks.
