Gig Economy

7 Tips for Vetting Freelancers/Gig Workers

Since the outbreak of COVID-19, our job market has evolved and will continue to see some major changes as the weeks continue. With the work-from-home business model becoming the norm, employers in this gig economy look to gain flexibility and agility with their workforces. Employers have started looking beyond the idea of a full-time workforce and exploring different opportunities to acquire talent for their organization. While these new ideas will address the peaks and troughs of the global economy, it will also provide some short-term security to gig workers.

Acara Solutions India believes that employers must fine-tune their recruiting processes to properly scan the talent pool before hiring these contractors or freelancers. Here are 7 tips by our Sr. Manager, Kevin Smith, who possesses more than 11 years of experience in the staffing and recruitment industry, on how employers properly vet this demographic of gig workers:

  • Provide a clear job description – In order to discover proper talent for an assignment or a project, employers must be transparent with their objectives and expectations. Take the time to carefully craft an appropriate summary of the job and explain the types of tasks that the contractor will complete. Be sure to include project scope, duration of the assignment, and the required skills and competencies necessary.
  • Utilize credible freelancing platforms – Employers should take advantage of talent network marketplaces to discover available contractors. Platforms such as Upwork, Fiverr, Freelancer, and People Per Hour can be used to access a greater number of skilled gig workers, especially those with high ratings from former assignments.
  • Proper background verification – This should come standard with every recruitment process. Employers need to be extremely cautious when it comes to background verification checks. Make sure to utilize a reputable organization for the conducting of background checks. In addition, be sure to analyze the talent pool’s portfolios, networking, and social media sites.
  • Conduct skill tests – Before advancing to further rounds of the recruitment process, employers should conduct standardized analytical, technical, and communication skills tests that will be completed by each candidate. This will scan the candidate’s skills and affirm their ability to perform in the given area of the job assignment.
  • A careful review of candidates – Employers must be diligent in requesting CVs, specialized applications, and professional work samples from candidates. These methods will help to paint a better picture of the candidate’s qualifications and allow employers to assess how they may perform on the job.
  • Utilize trial projects – Employers can engage interested gig workers in a risk-free trial project to evaluate skills, working style, and relationship building abilities. This is a great way for contractors to showcase their talents and prove themselves to their potential employers.
  • Making an offer – Once an employer looks to extend an offer to a candidate, the professional terms and conditions need to be very clear. Employers must be clear to state that the position will not be permanent. The contract should be mutually developed between the candidate and employer.

Connect with Kevin Smith and Venkatesh Krishnan for extending the pivotal support in terms of ground research for this article and our latest E-Book.

Also, Download our E-Book here, which speaks about the dynamics of the gig economy and how it is going to be pursued in the post-pandemic era.