The Gig Economy has got us all talking: it sits outside the norms of traditional recruiting. But the business case for on-demand or short-term staff is clear. With 40% of Americans expected to be freelancers or contract workers by 2020, less than 50% of Australians being employed full time and more than 20% of the UK workforce already freelance, it’s important to revise our hiring processes to accommodate the rise of the Gig Economy.
Finding and hiring the right people is an age-old challenge, with the informal, freelance, contingent and part-time hiring process being even more tricky to navigate.
So, we put together 3 easy, quick and low-cost things to keep in mind when screening your Gig Economy hires:
1 – First things first: Make sure they are who they say they are…
Before you get too far down the hiring process make sure they really are who they say they are and that they’ve done what they said they have done. We all know the stats about people lying on CVs (with 75% of Human Resource Managers reportingly spotting lies on resumes). So it’s worth making sure.
How do you do this? Simply request an ID check to verify their identity. We would also recommend that you do an employment history check as well as a criminal check.
2 – Meet them
This sounds obvious, but you’d be surprised how many people don’t do it. Especially when it comes to hiring freelancers or people who will only be working with your team on short term projects. Often people in the Gig Economy are hired “on-demand” for projects requiring urgent hands on deck, and the meet-and-greet step (even if it is just a quick web or video call) is skipped in the interest of time.
But, setting up a chat has many advantages… It helps you establish whether they’re committed enough to make the time to see you, whether they’re punctual and keep their word etc. Not to mention the fact that it’s still the easiest way to gauge whether you can build rapport and potentially work well together. It’ll further give you the opportunity to clarify anything on their resume or portfolio you may be unsure about and you can even introduce them to your team if you’d like.
3 – Get the inside scoop with reference checks
References are still a relatively low-effort high-impact way to get the low-down on the person you’re keen to bring onboard. It’s about far more than just vetting someone, it can offer you so much insight into a person’s strengths, any development opportunities and even how they might integrate with the rest of your team.
Short of an actual skills test, referencing is the easiest way to gauge whether your potential hire has the necessary strengths to perform the role well – even if it is only part-time or for a while.
It’s not just about playing it safe and being compliant, performing background checks on your potential new hire is also about your brand and your culture… You want to know whether this person will fit well into your team and culture and you want them to be a good representative of your brand. So just because the person you’re hiring might not be a full-time team member, doesn’t mean you shouldn’t take the time to do proper checks. With these 3 tips, it’s quicker, easier and more intuitive than before and you know exactly where to start.
Got a clever screening hack of your own? We’d love to know… Drop us a line at firstname.lastname@example.org