Working with IT contractors keeps getting more and more popular in the world of work. And for good reason: including freelancers in your projects can bring great benefits to your whole team.
IT contractors are a workforce that is often very qualified and cost-effective, especially in the context of a one-off increase in company activity or under special circumstances such as the Covid-19 pandemic. However, hiring the wrong freelancers can quickly derail your project and leave you with a bad taste in your mouth.
Here are 3 major mistakes to avoid when recruiting an IT contractor or freelancer.
You need to make sure that a freelancer recruited for a particular skill possesses it and in a way that is well-suited to the reality of your project.
To protect yourself against this difficulty, which can cause harm, both financially and in terms of reputation, it is necessary that you thoroughly vet the veracity of the freelancer’s claims and assess the true depth of their technical skills. Start with these questions:
During the interview process, you must ask pointed questions about the candidate’s area of expertise that will quickly reveal the reality of the situation.
In order to avoid divergences in operating methods, which can lead to confusion and frictions within the teams, it is preferable to choose a freelancer who aligns with the company’s values. Here, you should pay special attention to the candidate’s softer skills, as these are the ones that will determine how well the contractor fits into your existing team.
The same applies to ensuring that the consultant is aligned and compliant with legal and confidentiality requirements. Make sure they fully understand your confidentiality policies and non-disclosure agreement (NDA) so that they unknowingly break the contract.
The third most common mistake made by companies looking to hire a freelancer is to offer a pay rate that is not in line with market standards – whether it is higher or lower than what is normally charged in that particular field of expertise and for that level of seniority.
If you set a daily remuneration that is too high, you will end up paying more than what you need to. Plus, your collaboration with the contractor may not be sustainable in the long term.
On the contrary, if you set a remuneration that is too low, you will have difficulty attracting good candidates with a suitable level of experience.
Companies not used to working with freelancers are precisely the ones that usually make these mistakes. Keep in mind that collaboration should be seen from a balanced angle and in a “win-win” relationship. Only then will the collaboration be efficient in the long term.
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