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Smart Hiring: How to Find the Best Remote Freelancers and Intern

Small businesses face many challenges, they have to find people with the right skills while keeping the costs low. Traditional hiring is expensive, it involves long-term contracts, office space, and equipment costs. The solution to this is hiring remote freelancers and interns. In this blog we will learn how one can manage to keep costs low yet have workers.

  1. FREELANCERS AND INTERNS

A. IT MAKES YOUR WORK EASY

Hiring remotely can save you a lot of money. You don’t need to pay for office rent, laptops, or employee benefits. You can hire people only when you need them according to hours o specific projects. You get access to talent from all over the world, not just your city. You avoid long hiring processes, remote hiring is usually much quicker.

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7 Most Critical Recruitment Process Steps

B.  WHAT IS BENEFICIAL ?
  • Freelancers are experienced professionals. They charge more but are perfect for tasks like website design, SEO, or creating ads.

  • Interns are usually students or fresh graduates. They may work for a small fee or even for free to gain experience. They’re best for tasks like social media, admin work, or basic research.

PLATFORMS TO HIRE FROM

A. Freelancers

You can hire freelancers from various platforms like 

  • Upwork – It is great for all kinds of projects. You can choose between hourly or fixed-price.

  • Fiverr – It is good for quick, small jobs like logos, videos, or SEO fixes.

  • Freelancer.com – It allows freelancers to bid on your project. This is a budget-friendly option.

  • Toptal – It is best for top-level experts. It is a bit pricey though.

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5 Tips Firms Should Follow for Hiring the Right Employee

B. Interns

Interns can be hired from various platforms like- 

  • LinkedIn – You can post your opening with hashtags like #Internship or #Hiring. People can then search and apply for it.

  • Internshala – This is popular in India for student interns.

  • AngelList – It is ideal if you’re a startup looking for interns in tech or business roles.

  • University Job Boards – Using this you can reach out to colleges near you for eager student talent.
HIRING IS EASIER

Start by writing a clear job description about work, needs and pay. After you get applications, shortlist a few based on their past work or a small test. Do a short video call to check communication skills and how well they’d fit your work style. Once you choose someone, agree on things like deadlines, payment terms, and what tools you’ll use. 

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5 Tips Firms Should Follow for Hiring the Right Employee

LEGAL AND PAYMENT TIPS
  • Always use a simple contract to define the scope of work and payment terms.
  • For payments, use platforms like Google Pay, Razor PAY etc. 
  • Don’t forget to check your local tax laws to stay compliant with regulations around freelancer or intern hiring.

CONCLUSION 

The future of work is flexible. By hiring remote freelancers and interns, you can get expert help when you need it, without overspending. In today’s fast-moving world, this is a great money-saving trick and a smart growth strategy. It’s totally doable for small businesses with limited budgets.

If you’re also struggling with low sales in your business, this article can be extremely helpful for you. Moreover, if you’re facing any kind of challenge in your business and are looking for expert guidance, click on the link to the Leadership Funnel Program and get in touch with us now.

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Strategy

5 Tips Firms Should Follow for Hiring the Right Employee

Tips for Hiring the Right Employee| Representational Image (Photo Credits: Pixabay)
Tips for Hiring the Right Employee| Representational Image (Photo Credits: Pixabay)

The success of any business is not only the responsibility of the owner or founder. Efficient and dedicated work of the entire team leads to the attainment of firm’s objective. Despite several bottlenecks such as low finance, stiff competition, unfavourable external environment among others, with the right team  a business can easily sail through tough situations. Therefore, it is important for the businesses hire the right person for the job.Women Entrepreneurship Cell Launched by Maharashtra Govt to Boost Female Engagement in Startups.

Hiring people is not an easy task. It involves a lot of time, money and resources. Reaching to the right set of employable candidates and choosing the person who fits the job as well as the business’ internal environment is always tricky. Here are some points firms should remember while hiring employees-

Financial Position of Enterprise

Before hiring new employees, it is important for the firm to have a sound financial position. The business should have enough free funds to provide for the new member on board. Hiring employees not only involves paying the salary, the firm is also responsible for employment taxes, worker’s compensation fees, additional insurance requirements among others.

Comprehensive Job Description

Another important thing while undertaking the hiring process is to make a comprehensive job description. It helps the business to determine duties, responsibilities, necessary skills, outcomes, and work environment of a particular job. It helps to figure out right candidate and necessary skills for the job role and makes the hiring process more efficient. 3 Tips for Setting Better Business Goals for Employees.

Reach the Right Candidate

The firms also need to make sure that they are able to reach the right set of candidates. Businesses should list the opening at various online platforms, placement agencies, employment exchanges for reaching a wider base of potential employees. While listing the role, the firm should clarify various employments terms like whether they are looking for fresher, for experienced person, for part time or full time positions among others.

Carefully Examine the Applications

Once the firm receives applications from all the potential candidates, it should carefully screen all the profiles. Firms should choose the employee whose skill set matches the requirements of the firm or nearest to it. After shorting listing the application, candidates should be called in for aptitude tests and interviews, based on which the firms should pick the most deserving candidate.

Employee Orientation
The process of hiring an employee does not end with bringing the person on board. Once the person joins the firm as an employee, it is the responsibility of the employer to conduct proper orientation for her, so that she is able to understand and adapt the business environment of the organisation. The firm should also impart necessary training to the new employee wherever required.

Hiring new people is a lengthy and tiresome process. But if the right candidate is not picked up, the firm as well as its employees are likely to experience difficulties. While selecting a person, business should not only look at the academic or professional qualifications of the person but also ensure that the person’s attitude and thinking are in line with that of the organisation.

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HR & People Management

7 Most Critical Recruitment Process Steps

Hiring is a systematic process which decides your company’s fate. A wrong person hired in a hurry, without following the appropriate process, can ’disrupt your whole business’ and become the headache for your company.

A productive employee can make your business and an unproductive employee can break your business.

Hence, the hiring process is very crucial for building an organization’s future.

Below given 7 significant recruitment process steps
will help you hire the right person at the right position with the right process, which will help your organization grow.

Tips#1: Prepare, Plan and the Process

Before hiring a person you have to prepare the whole ’hiring process’ to access the qualities and capabilities of a candidate. You have to prepare:

  • Detailed job analysis
  • Job description and specifications
  • Job responsibilities
  • Job summary
  • Job purpose and importance
  • It’s value and contribution to the growth of a business.

It is a prerequisite of a recruiter to inform the candidate about the challenges he/she is going to encounter at the concert position.

Moreover, you have to prepare a systematic process to evaluate candidates-

  • Education
  • Experience
  • Skills
  • Knowledge
  • Competencies
  • Roles & Top 3 future goals

Tip #2: Internal Promotion or External Hiring

Before hiring an external person, you have to ascertain whether it can be replaced through internal job rotation/promotion or not.

Promoting an internal employee at a higher level of instills faith among your employees, which is good for your organization.

However, if you have decided to hire an external person, then you have to select an interview panel of expert and experienced persons in order to ascertain all aspects of a candidate.

It must include cross-functional people to judge different competencies of a candidate before hiring.

Tip #3: Cultural Fit

Another most important factor during the hiring process is whether an external person will be compatible with the working environment of your organization.

You need to ask the candidate:

  • What kind of working culture and environment does he like?
  • Which kind of boss does he like?
  • What is his dream job?
  • What is his comfort level?
  • What is his cultural background?

You must also figure out whether he/she is a team player or a single player.

Tip #4: Evaluate the Potential, Performance, Skill and Will

The interviewing process must evaluate the following traits of a candidate:

  • Potential:
    The interview process should be designed in such a way to judge the capabilities of a candidate which can be crucial for your organization’s growth.
  • Performance:
    Go through his performance in the previous job to check his performance.
  • Skill:
    Evaluate technical and soft skills which are required for a particular position.
  • Will:
    It is very important to access the level of commitment of a candidate towards his work.

While evaluating the competencies of a candidate, it is imperative to ensure that a candidate is neither a job hopper nor he has a long gap in career. Evaluate his promotions and talent progression in previous jobs.

Tip #5: Check the Hard Skill and Soft Skill

In your recruitment process steps following hard and soft skills need to be evaluated during the interview process:

Hard Skills:

  • Functional core competencies
  • Technical skills
  • Knowledge of statistical analysis and data mining
  • Network Information System
  • Digital Marketing (SEO or SME)
  • Accounting or Finance

Soft Skills:

  • Communication skills
  • Leadership, Motivation, Persuasion
  • Flexibility, Patience
  • Team Work, Problem-solving ability
  • Decision-making ability
  • Public Speaking, Verbal & Visual Communication

Tip #6: Check the Background and Reference

In order to ensure the best recruitment process, it is necessary to check the working performance of a candidate in his/her previous organization.

Most of the organizations do not check the background of a candidate before hiring, which sometimes results in hiring a candidate with an unimpressive record.