Freelancing has never been bigger in Ireland – just over 10% of the 3.2 million Irish working population now describe themselves as ‘self-employed’.

Ireland isn’t alone in this trend either. In 2018, the US reported a rise of 7% in freelancing, while the UK experienced a 31% surge. In fact, freelancers contribute approximately £145 billion to the UK economy – a valuable asset for any organisation.

Now the norm rather than the exception in a multitude of industries, freelancer management is becoming yet another challenge that businesses and HR teams are faced with. As the saying goes, businesses up and down the country are asking themselves how they can get ‘the best bang for their buck’; how can they identify the best freelancers for their projects?

This article will delve into the ‘Do’s’ & ‘Don’ts’ of freelancer management for your HR team.
 
Managing the Freelancer
The clue is in the name… ‘free’-lancer. The whole purpose of being a freelancer is to escape the boundaries that often come with the traditional 9-5, office-based job. You’re free to work where you want to work, be it in your bedroom, a local café or a hotdesking space. You’re free to work the hours that you want to work, and once you are successful, you can decide which clients you want to work with, not who your boss has got on contract.

This might be great news if you are the freelancer, but for the business, this means growing a level of trust within this relationship. It means having a level of faith in your freelancer and a belief that they will deliver what they say they will within the given deadline.

However, it shouldn’t all rest on a game of faith. Here are some tips for managing your freelancers:

1. DO Your Research 

There is nothing worse than finding out that a hired freelancer cannot deliver on what you need. You might hire a marketing professional expecting someone with up-to-date graphic design skills, or a software developer that perhaps has too much other work on. Regardless, research is key.

Whether you search for reviews online or ask around your LinkedIn network, research freelancers, the skills they have on offer and past experiences will help you to separate the best from the adequate.

With the rise of freelancing, a popular alternative to finding the right contractor talent has emerged: freelancer comparison platforms. Giving your business access to an array of local freelancers for you to try, these platforms, like Toptal, are proving invaluable for businesses under tight deadlines and pressure to find the right person for their projects.
 

1. DO Communicate Effectively

Once you have hired your freelancer, it’s crucial that you keep communication high on the agenda. While they might pop into the office now and again, most freelancers will work remotely.

From video calls to monthly meetings at an agreed location, keeping in regular contact with your contractors will let them know that you value their contribution, keep them in the loop around project developments and make them feel like they are part of your team, regardless of employment status.
 

1. DO Make Yourself Approachable

Approachability for any manager is key, regardless of who you are dealing with in your workplace. However, it can be a particular challenge for a freelancer; they haven’t had the time that your employees have had to develop their relationship with you.

Ensuring that you remain available for any queries from your freelancers will help to boost your approachability and develop these relationships, a key element for effective and strategic communication.
 

1. DON’T Allow a Lack of Accountability

Your freelancers may work remotely and during their own working hours or schedules. They might have different lifestyles or different styles of work.

However, this should never go before accountability. If you feel a freelancer isn’t pulling their weight, or isn’t working cohesively with the rest of your team, step in. Alongside your HR team, ensure that this freelancer has the right equipment and knowledge to deliver the project effectively. If their work doesn’t improve, ask why.

You might feel tentative to approach a freelancer in this way, knowing that their work style may be so different from your own. But the work needs done – make sure that is happening.
 

1. DON’T Expect Freelancers to be Anything Else

Part-timers, temps, full-time commitments and the freelancers; we get it, it can be hard to juggle everyone, their contracts and their working patterns.

However, remembering what exactly a freelancer is, what is expected of them, and what is expected of you is important for your freelancing relationships.

You should not expect freelancers to report to your place of work daily or take the same lunch breaks as you.

Instead treat your freelancers as just that – freelancers. This will build positive working relationships and provide you with the bonus of having a list of talented workers you can rely on when you need projects completed and your own staff need a helping hand.
 
Freelancer 101
Utilising your HR team, ensure you manage your freelancers effectively. Communicate with them and remain approachable at all times, treat them as freelancers and ensure you keep them accountable.

​Your business will boom, you’ll meet your project deadlines and most of all, you’ll expand your talent pool. 
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The recent rise of employment in the gig economy has left HR departments asking questions. Often, in the gig economy, employees work as independent contractors, jumping from job to job as it best fits their schedule. No longer are employers strictly looking to fill positions for the long term. In fact, it may be more productive, efficient and beneficial for a business to hire skilled independent contractors and it is critical that HR departments realise the advantages this can offer.
 
The tough work doesn’t stop when you’ve hired your independent contractors – it’s only just begun. Just as HR looks after and manages the employment of full time positions, the department should be sure not to neglect independent contractors. After all, nearly one fifth of workers in Ireland are self-employed.

So, here are 4 tips for both hiring and managing independent contractors in the gig economy:
 
1. Know Who You Need and When
 
Firstly, don’t hire an independent contractor for a job that could be done by a current member of staff - make use of the talent you have at your disposal before looking elsewhere. Delegating new tasks to your current workers will make them feel more appreciated and motivated in the workplace – a win-win for both parties.

It may seem obvious, but employers need to make sure that they are hiring the right independent contractor at the right time. Don’t hire too far in advance of a project and find yourself paying unnecessary wages. Equally, avoid hiring at the last minute, when there is very little time before a project deadline, and expect them to have the job done.
 
Of course there comes a time when hiring an independent contractor is necessary and the best way to make sure you find the right fit for the job is to have precise specifications of what you require. Look for independent contractors with experience in the areas you are looking for, and, if possible, meet with them before hiring to assess their compatibility with your business. 

2. Sign an Agreement

Employers know that when it comes to hiring full time employees, a written contract is essential for both parties. The same is true when taking on an independent contractor. This will ensure that both contractor and employer are on the same page and are aware of what is expected from the work arrangement.
 
A written agreement is also important to have at hand should any legal disputes arise between the parties. It is recommended that employers, especially those who are hiring independent contractors on a regular basis, have some template contracts prepared and ready to be tailored to all new hires. This saves time and means drawing up a contract is less likely to slip your mind. It is also advisable to outline payment details on the contract, including when and how independent contractors will be paid, to avoid any unwanted confusion or complication.

​3. Shorten Training Courses

Lengthy, arduous training courses for independent contractors can lead to a loss of motivation, and can take away from company culture in the workplace. Of course it is vital that new hires are suitably trained in the area they will be working in, however where possible, make training concise and precise. Limiting the length of time spent training independent contractors will increase productivity on the projects that matter most to your business and ensure contractors feel they are being utilised effectively.

 4. Make Sure They Feel They are Part of the Team

Teamwork is a crucial part of any company culture. Harnessing an environment where current employees and independent contractors work in tandem and do not step on each other’s toes is vital to improving productivity in the workplace. Make sure independent contractors don’t feel like they are simply being shipped in and shipped out again when the job is done. Instead, integrate them into the existing team and include them in any relevant meetings or organised staff events. This is likely to make your workforce happier, avoid any potential workplace clashes and maximise your company’s efficiency.   
 
Contract employers are one of the fastest growing sectors of alternative work arrangements. It is necessary, therefore, for HR departments to embrace the hiring of independent contractors in order to meet the demands of the gig economy. That being said, don’t blindly choose independent contractors as a quick fix to a project. Yes, there are often time constraints when it comes to hiring independent contractors, but finding those who match your business and are specifically suited to fulfil your needs will pay dividends in the long run. In other words, HR departments shouldn’t prioritize speed over skill.

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