The Best Ways to Attract and Retain Top Freelance Talent
With all those freelancers out there, hiring should be a breeze! But attracting the best— and keeping them — requires a little extra work.
Whether you’re building an entirely remote team or need a few freelancers for some specific project work, no doubt you want the best! However, the nature of the gig economy means that the top workers are often difficult to snag.
Thankfully, if you’re willing to put a little extra effort into your hiring process, you can get the cream of the crop. What’s more, if you show great workers some love once they’re onboard, you’ll have a much better chance of keeping them.
In this post, we reveal our top tips for hiring and keeping the best freelancers. Let’s go!
Be clear and explicit
In a recent Upwork survey, nearly every freelancer questioned commented that a clear and accurate description attracted them to a posting. According to one:
“A client should clearly explain what the project is about and what they are looking to achieve from it. Include expectations of the freelancer, clearly stating the required level of experience and competencies that they’re looking for in the freelancer.”
This really applies to everything from job description and expectations to company culture. Being clear and explicit will ensure that you get the right applicants for the job. It will also maintain your company’s professional image.
However, don’t be afraid to add some personality and give applicants a taste of the company culture. As another freelancer points out:
“Honestly, what catches my eye is personality in their job post. If there’s a flash of humor or some other insight as to the type of client they’ll be, I’m instantly engaged in what they’re saying and want to learn more.”
Most importantly, be upfront and honest. There’s simply no point in misleading applicants. This is a waste of your own time and could harm the organization’s overall reputation.
Be realistic with your budget
Yes, attracting top talent often comes down to money. But this doesn’t mean you have to blow the budget. Just be realistic about what you’re asking for.
While you probably want to save where you can, the best freelancers likely won’t look at under-budgeted projects or roles. Do your homework and research what the typical pay is for similar projects or positions.
The exception to this is if you manage to hire a stellar remote worker who is just starting out. Newer freelancers are often willing to take low-paying jobs to get some experience under their belt. However, it’s likely they won’t have quite the level of expertise and savvy as someone who has been in the game longer.
Also, they’ll be looking to increase their rates fairly quickly, so if you want a long-term working relationship, you’ll have to be prepared to up the bucks as time goes on.
Utilize a trial period
A trial period is commonplace among both traditional roles and those within the gig economy. It’s basically insurance for the employer in case the relationship doesn’t work out.
It’s also an attraction for gig workers as they a chance get to prove their worth, and to see if the company and role is a good fit.
To make the most of a trial period, make sure the worker has all of the information and tools they need to carry out their job effectively. This includes clear instructions and access to software that may be required along the way.
Of course there may be teething problems, especially if it’s a completely new role or project within the company. However, being fully prepared for the trial period will ease frustrations on both sides and put you in a position to evaluate work fairly.
Give credit where it’s due
Bear in mind the nature of freelancing means that many workers are continuously looking for better gigs. While some will give you the opportunity to match or out-do other offers before jumping ship, others may not.
Therefore, if you’re happy with someone’s performance, make sure they know about it. And if you feel their work warrants a bonus or a rate increase, don’t think that you have to wait for them to ask for it.
Also, when it comes to actual payments, make sure you’re organized and pay on time. If a freelancer is thinking about taking another gig, your payment promptness could become a deciding factor. You can use a tool like WorkSpoke to pay all of your workers on time and without hassle.
Offer additional perks if you can
One of the major perks of freelancing and indeed the driver of many freelance careers, is flexibility. Therefore, it’s key to respect this element when dealing with remote workers, and to mention it when describing your company culture.
While some remote companies over full benefits packages similar to traditional organizations — often for full-time positions — most don’t. And most freelancers don’t expect the same perks they would get from a traditional role. However, this doesn’t mean you have to skip out on benefits completely.
Some companies, like Articulate, go big with annual retreats. Others have less grand, albeit valuable, offerings such as Doist’s $3,000 per year self improvement allowance.
If there are any small ways in which you can boost the attractiveness of a role in your company, you’re likely to catch the eye of freelancers looking for that little extra. If the perks are good enough, they’ll also improve overall job satisfaction and help with retention.
With more and more companies competing to attract and retain top freelance talent, it’s important to keep ahead of the game. Using the tips we’ve outlined above, you can make sure you’re getting a nice big slice of the talent pie and keeping it!
Do you have any more tips for attracting and retaining the best freelancers? Let us know in the comments box below!
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