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Four Reasons to Hire a Freelance HR Professional

The job market is extremely competitive in all industries and jobs right now, and even those who conduct the recruiting and hiring are having difficulty filling open positions. HR specialists are an essential aspect of every firm, and they can assist you in creating a “best place to work” environment. 

But what if you can’t locate the perfect person for the job, or if you need someone right away and can’t afford to waste time looking while the work piles up? Adding personnel can slow you down and cost you more money.

I’ve worked with customers of different sizes and industries as the CEO of an HR consulting firm that provides access to HR freelancers. I’ve seen what works and what doesn’t, as well as what could have been avoided and what situations favor bringing in outside help. This is when I advocate hiring a freelance HR professional.

Why should you consider hiring a freelancer?

  1. You require immediate assistance. According to the Society of Human Resource Management, hiring a full-time employee takes an average of 42 days. For early-stage firms, recruitment for their first HR role can take considerably longer – imagine three to six months. And that doesn’t even include onboarding. A freelancer can fill the function quickly and bridge the gap while you look for a permanent solution.
  2. You have no idea what the immediate future holds. Employers do not require to specify a contracted endpoint or make a long-term commitment when hiring freelancers. A freelance assignment might last as long or as little as you need it to six weeks or six months.
  3. You require someone with exceptional (and related) HR experience. Right now, the job market is quite competitive. Unemployment is at its lowest level in a year, employers are experiencing significant turnover, and individuals have many job possibilities to pick from. As a result, locating elite talent may take longer than usual. This is why some firms may explore bringing in freelancing talent, even if only for a few months, to assist speed growth, implant new abilities in employees, and complete challenging tasks in the meantime.
  4. You are frugal and prefer flexible spending. HR consultants that work on a freelance basis are a cost-effective option. You can determine their billable hours, use them as needed, or agree on a mutually acceptable monthly retainer cost. When you don’t have any critical tasks for them, you can reduce their hours (or let them go entirely). Full-time staff, on the other hand, are a set expense. You must factor in the costs of onboarding, training, salary, benefits, taxes, and severance pay.

What steps should you take to get started?

Some businesses may choose to partner with an HR consulting firm to help them discover freelance help. As the CEO of a business in this sector, I’ve observed that if this is the path you want to take.

It’s critical to make sure the partners you’re looking into have relevant experience, can work within your budget, and are available when you need them. Ask a few firms or individual freelancers questions and get to know them. Many times, you will discover that you connect with one more than the other.

After you’ve found the ideal partner, clearly outline your requirements and ensure that your new partner has correctly documented them in the scope portion of a Statement of Work (SOW). Before any work begins, it is critical to agree on the job that needs to be done and the billable rate.

After you’ve agreed on the scope, you may help the HR freelancer succeed in two ways:

  1. Provide them with the necessary network connectivity to complete the task.
  2. Introduce them to all internal stakeholders and business partners with whom they will be working.

It’s preferable most of the time if the freelancer can physically accomplish what you want them to do on the company’s network, but this isn’t a need.

Also, making the necessary connections and introductions within the organization and assuring internal team members that the freelancer is here to assist (rather than replace anyone’s function) will help the freelancer in hitting the ground running.

In some circumstances, a freelance HR expert may not be the best fit for your company. Examples include when employees in your organization can take on more work or are interested in special projects for professional growth.

If you can use your personnel to do the work, even if only for a short time, you should do so. It demonstrates that you have faith in your team, is open to giving people new opportunities to try new things, and believe in professional and organizational development through cross-training.

However, if it makes sense for your company, don’t be afraid to assess your choices and shift your strategy to freelancing support. When you’re replacing an open job, a team member is on leave, or you just don’t have the knowledge in-house, freelancers can step in swiftly to meet short-term needs.

Turnover is high in a highly competitive employment market, and locating excellent personnel takes time. With these circumstances, freelance HR may be an alternative to consider.

Source: Forbes


About Skyhigh.Vip  

Skyhigh.Vip is a global institutional investor with a vast interest in Arts / Construction / Education / Business Services / E-Sports and various other growth industries.  

Several of its popular portfolios include GO Chambers which is the world’s largest business chamber listing provider with over 30,000 active chambers as its members.  

Flexgigzz is the Asia leading marketplace for freelancers service and together with SOHO Learning Hub which is an online platform for short courses and both of them aims to be the number one provider in Asia. For growth industries such as E-Sport Authority which is dedicated to providing independent media coverage to all E-Sport News related from around the world and for the art world, there is Atelier Auction which is an investable art auctioneer and being in the art scene for decades

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