Gig Economy Hiring Strategies

With so much business uncertainty these days, more companies have turned to the gig economy to help supplement their workforce. Platforms like Upwork, Talkdesk, and Instacart have seen an influx of applications as more freelancers throw their hats into the ring to earn extra cash. With millions out of work, freelancing has become an attractive and viable option for many.

As a business, this means your open contract roles are likely getting more applicants than usual. With more people applying, it allows your business to be a little more selective, but top talent will always be in demand and you still need to know how to compete for it. As you navigate the new hiring practices, here are a few strategies to keep in mind.

Hire for the future, not the past

The market and job positions have changed, which means you can’t hire people the same way you used to in the past. Just because a hiring strategy worked for years doesn’t mean it will translate so well to those looking for remote work, fewer ties to a company and more flexibility. While you might have used more traditional websites and methods like requesting resumes and cover letters, now may be the time to reevaluate and evolve how your company views seeking talent.

Streamline the Hiring Process

If you are experimenting with the gig economy and hiring freelancers on a project basis, it is vital to streamline your acquisition process. If it takes too long to recruit, interview, and hire a gig worker, you will likely lose some of the most talented workers. Gig workers tend to apply to multiple projects at once and won’t wait around for you if it takes too long. Often quick and efficient workers, they’re also not typically interested in lengthy applications, tests and waiting on layers of approvals.

Manage Risks to your Security

Managing risks—like the security of information, intellectual property, and cybersecurity—is one of the biggest challenges that small businesses have to consider when hiring freelancers. Consider the security measures you have in place before hiring remotely, and consider alternate ways to have workers contribute or submit their work, rather than giving them direct access to your systems if your security is in any way outdated. 

Support Your Gig Workers

Because your gig workers will likely be working remotely, a survey of contingent workers by EY found that 40% feel like they are not truly part of the team compared to long-term or full-time employees. This might be because of a lack of training or poor communication. For many of your customers, a gig worker might serve as the face of the company, so they must represent the company well. Before hiring, create training materials, contacts for them to reach out to for help, and give consistent feedback on their performance—and just check in on them from time to time. By keeping them connected and supported throughout the job or project process, you will help increase their loyalty to the brand and help them excel at their job.

Create A Referral Program for Great Employees

If you are fulfilling multiple positions, why not set up a referral program that allows your most trusted gig workers to refer friends and coworkers? By doing so, your contingent workers act as brand ambassadors for you, and you can lower your costs related to recruiting and hiring. Plus, you’re often getting new employees that have a great reference!

Overall, work culture is changing rapidly, so your business and hiring practices must evolve. Keep these strategies in mind to hire effectively in the gig economy.