10 Helpful Tips for Hiring a Freelancer
We understand that not everyone wants to work with a staffing firm. If you have decided to hire a freelancer without the support of a specialized staffing company, such as nSight, there are some important things you need to know. In the interest of making your experience as successful as possible, here are ten helpful tips.
1. Understand when and how you can legally hire an independent contractor.
The federal and state laws governing the hiring of independent contractors can be complex. It’s important that you understand whether an individual qualifies to be paid as a contractor or must be treated as an employee.
2. Define the job’s geography.
Do you need a local freelancer who can come to the office on a regular basis, or is working remotely perfectly acceptable? Employing someone remotely may widen the pool of applicants, but it may also increase the risk of the freelancer being less invested in the project.
3. Determine workstation needs.
If you expect a contractor to work onsite, you will need to supply a workstation with any necessary hardware and software. Even if the contractor is offsite, you may need to provide remote access to servers, intranets, network drives, and specialized software.
4. Allocate resources to manage the freelancer.
Your freelancer will need someone who can answer questions, handle issues, and monitor work completed through the course of their engagement. Make sure you have designated a project manager or other staff member who has the bandwidth to oversee the freelancer’s participation.
5. Place ads or perform searches in vetted venues.
Be strategic in choosing locations for your search. Targeting web sites or communities that specialize in the talent you are looking for will be more fruitful than casting your nets far and wide. Placing or responding to ads at large-volume, catch-all sites may result in more applicants but not necessarily the right applicants.
6. Ask candidates for work samples.
Work samples will help you to verify the kinds of work the contractor has handled in the past as well as the style and quality of their work. Find out if your candidate has a blog, a Web site, or a social networking profile. A contractor’s online presence can speak volumes about their commitment to their craft.
7. Devise trials for clarity.
If you have any uncertainty about the candidate, design a small trial assignment for them to determine whether they’re a good fit for your important projects. A trial might also help you to better understand the candidate’s range of skills. Remember that a web developer is not a web designer, a copywriter is not a copyeditor, and a graphic designer is not an instructional designer.
8. Get clarity on the work schedule.
Your freelancer may be under contract with other clients. Be sure you understand how much time they can devote to your work each week and whether their daily work schedule will align with your needs.
9. Do you need a work-for-hire agreement?
If you want your company to retain ownership of the work created by a freelancer, make sure you have them sign an agreement specifying that the resulting work is work made for hire.
10. Get it in writing.
Make sure that you draw up a legal agreement with the contractor that clearly states your expectations around such items as compensation, reimbursement of expenses, confidentiality, termination, deliverables, and deadlines.
