5 Rules for Hiring Freelancers

In the early days of a startup, you probably don’t need (and can’t afford!) to bring on permanent employees for all of your needs. Think about it: Marketing, HR, IT support, search engine optimization (SEO), web design, graphic design, translators—there are a myriad of things that you desperately need, but only in small bursts or for a short-term project. Freelancers or contractors can be a great resource, but it’s not really any “easier” hiring them than it is a permanent employee. However, especially in “at will” states, hiring a freelancer or contractor is easier to get rid of if they don’t work out.

On the other hand, you don’t want to play loosey goosey with your freelance hiring because 1) Freelancers are expensive! and 2) Why waste your time? In fact, you should spend just as much time researching candidates and scouting  out these jewels to see whether they’re slated to be freelance or full-time. There are some things you don’t need, and a blunder of a hire is one of them. Here are a few rules to follow to help ensure you don’t get burned:

 

1. Go to industry-specific job sites

This could be for all types of jobs within the industry you need, or a freelance-specific site where contractors bid on projects and you can choose the best one for your needs. You can certainly try posting on catch-all sites like Craigslist or your local newspaper online, but not everyone knows exactly what hiring a freelancer entails. When you try to go a little more niche, you’ll spend less time explaining and more time poring over relevant CVs, or applications.

 

2. Don’t get into a long contract immediately

All contracts should have an easy out clause to protect all parties, but don’t be too contract happy. No matter how great the freelancer seems, you just never know until you’re in the thick of it. Start with a mini contract for a small number of hours, projects, or deliverables. If that works out, you can extend the contract in order to secure them longer. You do run the risk of them finding another position, longer stint, or a more lucrative contract in the meantime, but there’s a good chance they’ll be too busy taking care of your projects to be actively seeking out other contracts.

 

3. Ask for exactly what you want

Still, be realistic about it (you’re not going to find someone who’s an expert at translating Mandarin to English, writing SEO-rich content, and creating logos all rolled into one.) Write a job description just like you would write for a permanent position, with bullet points of must haves, followed by nice to haves. If your must have list isn’t fulfilled by an applicant, they go in the slush pile. Freelance rates are higher than employee rates since you don’t have to pay benefits—but that also means you should get exactly what you want.

 

4. Kill your micromanaging tendencies

This should be a priority if you struggle with the particular inclination to hover, no matter what. Freelancers are even less likely to put up with micromanagers. Training may be in order for them at first, but once that’s taken care of, just adopt an open door policy and let your freelancer do his or her job. You’ve hired them for their expertise, which isn’t anywhere else in your company, and micromanaging might destroy your relationship, and destroy their excellent skills, with what could be a great ongoing contractor.

 

5. You get what you pay for

Especially in creative fields like photography or writing, a lot of “employers” try to offer “exposure” (and maybe a low rate to boot) because it’s not in the budget to pay a little more. Not only is this offensive to freelancers, you really do get what you pay for. There’s going to be a difference between a $10 per hour freelancer and one that charges $100.

 

There are instances when freelancers are the best fit, and others where you really need an employee. Sometimes a freelancer can transition to employment if your business and budget grows, so keep the good ones in your good graces.