Interviewing freelancers is faster than interviewing Full time staff
You may be considering employing a freelancer, but you’re afraid to do so because you’re used to recruiting full-time staff. Full time staff are loyal to your company and comfortable to work with. It is the way that things have always been done. But is it the right way? What ‘s more, the situation depends totally on the needs of your company. Needs change, focus changes, and what you need today is different from what you needed yesterday. Can we change with the times and look at making a change in your recruitment patterns?
For starters, here is a brief comparison of the two.
Anybody who joins your company for a certain project or timeframe is either a contractor or a freelancer, depending on their responsibilities. When the project completes, their employment with your business will end. Meanwhile, an employee who works full-time is a permanent part of the company and receives a monthly salary for their labour. Those that want to grow in their profession and career and have a substantial impact on the company are more immersed in the organisation as a whole because of this.
Using this information, you may figure out how much time and effort you’ll need to put into outsourcing labour. Even though it may seem counterintuitive, interviewing a freelancer is actually faster than interviewing a permanent employee.
Having a clear idea of what the project is, what you want, and what you’ll need, you should be able to assess if the freelancer is a good fit for you. If you hire freelancers, the response to this question will be different from that of a regular job interview. Whether you’re searching for a general manager or just someone to help out on the side, the types of questions you’ll be asked during an interview will change and will depend more on how you and the freelancer would agree on the terms and conditions of the project.
Moreover, if you were to hire and interview a potential full-time staff there are different questions and a different process. There are usually multiple interviews and then a meeting with HR to discuss salary and benefits. It also includes recruiting, training, benefits, and other expenses. The cost of simply finding the appropriate individual to hire can be prohibitively expensive, as it may include the cost of advertising and other recruitment-related processes, the time charge of the person conducting the interviews, pre – employment screening and evaluations.
In conclusion, hiring a new employee is not an action to be taken casually, as it has a serious influence on the company’s budget too.
