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🔵 Freelancing articles, tips, and trick optimizing your workflow for better efficiency and higher earnings. Buy Ads: @JamesCookTg
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🔺 Common Milestone Payments for Independent Contractors
#Freelance
🔹 Milestone payments are a smart way of breaking down the work that you source from independent contractors, and adding clarity, trust and communication to your relationship.
There are many different ways to structure or set up milestone payments. Here are some of the most common:
👨💻 Deposit or up-front payment
Especially for a high value project, an independent contractor may need to ask for a percentage of the payment up front. This may cover expenses such as laying out for equipment, or could be to pay subcontractors that they need to source to begin the task.
👨💻 On schedule for large-scale project
If a project is going to last for many months, or if it will be worth a large sum of money, milestones can be set up at a regular cadence.
This approach is useful if you’re paying your independent contractors an hourly rate. For a project price, it makes more sense to establish specific deliverables or milestones ahead of time, and how much each will be worth in terms of payment. These could be:
Deposit: A set percentage ahead of time for upfront costs or to show goodwill.
Presentation: A payment on presenting initial concepts, strategy, or outline.
Delivery: The majority of the funds, on receipt of the completed project.
Additional: Any additional payments for editing, expanded scope, or expenses
👨💻 Long-term contract for repeated work
In some cases, you will sign a long-term contract with an independent freelancer for repeated work for your company.
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🔺 Completing a Skills Gap Assessment? Here’s What You Need to Know
#Freelance
🔹 A skills gap assessment is a formal way to uncover exactly which skills are missing in your organization, and what gaps you’ll be facing over the next few years. Instead of each manager recognizing what talent gaps they have in their department in silos, or relying on subjective opinions, a skills gap assessment underlines exactly what new hires you need to be making, and what areas you need specific talent.
🔹 Analyzing skills gaps is critical for enterprises because ignoring them can directly harm business outcomes. Without the right skilled employees, companies can face issues like poor customer service, delayed product development, and increased security risks.
🔹 There is a set process to follow when conducting a skills gap assessment, which can help you uncover and address needed talent and close the gaps ahead of time, before you see the impact on business metrics. Each business may need to tweak the process to fit their specific organizational context, but generally speaking you will need to go through these stages:
1️⃣ Identifying Business Goals and Objectives: What is on the roadmap for the next 12-18 months? For example, you may be planning to launch a new app, open a bricks and mortar store, move into leveraging AI, or land in a new geographic footprint.
2️⃣ Defining Required Skills and Competencies: To meet these goals, what skills and competencies will be needed? A new location might require native speakers or those who understand the culture.
3️⃣ Assessing Current Workforce Skills: Before you jump to hire, what skills do you already have in-house or in your existing talent pool?
4️⃣ Analyzing Data and Identifying Gaps:With a list of needed skills, and a list of available talent — you have everything you need to identify skills gaps.
5️⃣ Develop a Plan to Address Skills Gaps: Once you know what skills gaps you have, it’s time to fill them ahead of time.
6️⃣ Implement and Monitor the Plan: Now’s the time to fill those gaps! Using your roadmap, identify when you will need talent onboarded, and create a plan to fill roles ahead of time.
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👤 5 Ways IT & Tech Companies Approach Finding Talent
#Freelance
🔹 Despite significant layoffs, almost 90% of tech leaders say that recruiting and retaining talent is a moderate to significant challenge. With highly technical roles harder than ever to fill, many companies are turning to freelancers to fill what were previously employee-shaped skills gaps.
Here are five strategies for getting started:
🔹 Leveraging Professional Networks
Professional networks can be a great first step in sourcing exceptional talent. These could be on or offline, and be networks you’re already a part of, or those you need to reach out and join.
🔹 Engaging with Educational Institutions
While a lot of fresh skills are evolving too fast to depend on graduates alone, being able to tap university leavers who are looking for graduate roles is an important part of a talent acquisition strategy.
🔹 Utilizing Social Media and Digital Platforms
You never know who you’re already connected to until you reach out! Especially when it comes to freelance talent, the online world offers huge opportunities in talent sourcing.
🔹 Embracing Remote Work
Broadening your talent acquisition strategy to fill skills gaps more easily also involves a change in mindset. Instead of thinking about the perfect talent that works within an hour of your office, think about the perfect talent — period.
🔹 Adopting Innovative Recruitment Technologies like Fiverr Enterprise
Many companies are nervous about turning to freelancers because they simply don’t have the processes or systems in place to make it work.
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🔸 What Are Global Payroll Providers and some Key Features of Global Payroll Providers
#Freelance
🔻 Global payroll providers are specialized entities that offer payroll services across multiple countries. They handle the complexities of managing payroll for employees spread out over various jurisdictions, each with its own set of regulations, currencies, and tax systems.
A global payroll provider should offer the following capabilities:
🔹 Multi-country compliance: Ensures that companies adhere to the varied and complex labor laws, tax regulations, and reporting requirements across different countries.
🔹 Currency and exchange management: Addresses the challenges of dealing with multiple currencies across different countries.
🔹 Consolidated reporting: Simplifies the management and analysis of payroll data across multiple countries.
🔹 Payroll automation: Automates repetitive tasks such as data entry, calculations, and the distribution of payslips, reducing the scope for human error and freeing up valuable time for HR professionals.
🔹 Tax filing assistance: Aids organizations in accurately calculating, reporting, and submitting employee taxes to the appropriate local authorities.
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🪙 Scale Your Talent Operations With Workplace Management Software
#Freelance
➕What Is a Workplace Management Software? Workplace management software is any technology that allows managers to streamline and automate the worker experience.
Types of Workplace Management Software:
🟠Time-tracking software: For shift workers, or workers who are paid per hour — you may want to onboard a time-tracking solution.
🟠Project management tools: Software like Trello, Monday.com and Asana help to keep track of workload and allow for communication between workers.
🟠Payroll systems: Ensuring everyone is paid accurately and on time is a critical part of any business.
🟠Employee engagement tools: Peek under the hood, and is your talent happy?
Key Features of Workplace Management Software:
🟠Task scheduling: When you hire employees, they usually have a wide job description, and an ongoing workload to keep up with. Freelancers have a totally different way of working — usually heavily task-oriented.
🟠Resource allocation: Businesses can work with dozens or even hundreds of freelancers, across different departments, geographies, and skill sets.
🟠Communication tools: When communication is siloed in emails, WhatsApp messages, or messaging apps tied to a specific freelancer marketplace or social media network — it’s lost as soon as it’s read.
🟠Reporting and analytics: What do you know about how freelancers are utilized in your business? Can you even say how many freelancers you work with, what their skills are, or (yikes) if they are compliantly working for the organization?
💻 Source
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🟢 7 Considerations for Choosing the Right Freelance Management Solution
#Freelance
1️⃣ Don’t ignore compliance regulations
Tax and legal compliance doesn’t have to be a headache when you have automation on your side. Look for a FMS that automated all the collection of relevant documentation, and validates that your freelancers align with both your internal governance, and wider industry-specific regulations.
2️⃣ Broaden your sourcing channels Finding the right freelancers is half of the job done. Many FMS technologies jump in to manage existing talent, but don’t help you find, vet and onboard skilled freelancers to start with. This is the equivalent of entering the playing field at half time.
3️⃣ Sidestep staffing agencies
Spoiler alert: those staffing agencies are slowing you down. The best freelance talent doesn’t need a middleman to help them find work, and they don’t usually engage with staffing agencies or Managed Service Providers.
4️⃣ Consider integrations
Let’s face it, your technology stack is higher than the to-be-read pile on your bedside table. The right FMS will seamlessly integrate alongside the rest of your organization’s systems and processes, and play nicely with everything from project management tools, to communication apps and payment systems.
5️⃣ What’s the cost?
Not all freelancer management systems will take the same hit on your bottom line. Some will charge a flat fee for using the system, or per freelancer. Others will charge a percentage of what the freelancers are earning each month.
6️⃣ Remove any stumbling blocks to relationship building
If you click with a freelancer, and want to continue working with them on additional projects, it can be a real hurdle if you can’t work with them off the platform. That’s why the best FMS will allow you to retain foundational ownership over the relationship.
7️⃣ Believe the crowd
Like with any important purchase, impulse buying is not your friend. Scour industry forums for reviews and information about your shortlist of FMS vendors, and look in particular for the features and capabilities that are important to your business.
💻 Source
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🔺 What Are Workforce Planning Tools?
#Freelance
🔹 How healthy is your workforce? That’s a question that any enterprise should be able to answer — and yet, short of giving the business a cardiac stress test, it’s not always easy to get a complete view. Workforce planning tools help a business to understand the current and future health of the company across a wide range of parameters, including skills gaps analysis, scenario planning, and budgeting.
🔺 Types of Workforce Planning Tools
Before you make a technology purchase, it’s critical to think about what you need. Here are some of the most common workforce planning tools on the marke:
🔹 Analytical Tools: Giving you greater insight into your existing workforce, these platforms collect, analyze and report on worker data, with the goal of increasing engagement and boosting productivity.
🔹 Forecasting Software: What will your workforce look like tomorrow? How many people will you need to meet demand?
🔹 Skills Gap Analysis Tools: Skills gap analysis is less about how many, and more about what skills.
🔹 Scenario Planning Tools: Every business has what’s known as “critical uncertainties”. Scenario planning helps provide a path for any situation, estimating resource needs, training requirements, and establishing policies and strategies to follow as a situation emerges.
🔹 Integrated HR Suites: In some cases, your existing HR suite will include workforce planning technology.
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🔺 How to Structure Consultant Contract Templates
#Freelance
🔹 A consulting contract template is a document that you can use every time you enter into an agreement with a new freelancer, consultant, or independent contractor.
🔹 You can take some time to think about what elements you may need in your consultant contract template, as every business will have its own requirements. However, here are 11 elements that will usually be included:
🔹 Introduction: Lay out what the document is for, and that it will outline the professional relationship between both parties, the business and the freelancer.
🔹 Scope of consulting services: Outline the project guidelines, which will vary from engagement to engagement.
🔹 Consultant’s status: Make clear that the consultant will be working in a freelance capacity, and that you are not considered their employer for the duration of the relationship.
🔹 Compensation and payment terms: If you have company policies about payments, write them here.
🔹 Terms of work: What are the terms between your business and the freelancer?
🔹 Confidentiality: Especially in industries with high regulatory demands, adding a confidentiality clause can be useful.
🔹 Intellectual property rights: As the worker is not an employee, include a clause in the contract where you can agree that all work created belongs to the business.
🔹 Termination of agreement: You can also include reasons why the agreement may be terminated before the agreed date, such as negligence or failure to submit work on time.
🔹 Legal and regulatory compliance: Consider what elements need to be included in this section, from indemnification for the contractor, to a written clarification that the business will not be responsible for employer taxes or employee benefits.
🔹 Dispute resolution: If a dispute arises between the two parties, where will the disagreement be taken to for resolution?
🔹 Signatures: Of course, any contract needs to be signed before it can become a legal document.
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💻 Steps for Building & Managing a Successful Software Development Team with On-Demand Talent
#Freelance
🔹 Fiverr Enterprise provides an IT talent pool, curated especially for you – one place where you can gain instant access to your own carefully vetted Dev & IT talent, that’s ready-to-hire and able to meet your business requirements. Hire any tech expertise, eliminate resource uncertainty, reduce hiring costs and maintain a consistent and quality workforce. Our SaaS solution enables you to confidently take on more projects, knowing you have a dedicated talent pool that’s always available.
The process is simple:
🔹 Step One: Post a job requirement in response to an immediate need.
🔹 Step Two: We will provide you with 2-6 pre-vetted candidates in no longer than 48 hours. You can interview 2 or 3 to narrow down the search.
🔹 Step Three: Onboard your preferred candidate with automated workflows, and let them get to work immediately.
🔹 A Freelancer Management System (FMS) addresses all three of IT companies’ most common fears around working with freelancers, allowing you to achieve:
🔹 Speed: Hire any tech expertise, fast
🔹 Cost: Reduce bench spend & stay within your budget
🔹 Quality: Get access to a global, vetted talent pool
💻 Source
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😵💫 7 Remote Workforce Trends to Watch & Leverage in Your Organization
#Freelance
😑 Your remote workforce is any workers who do not do their job from a specific office space. This could be employees who work primarily from home, or it could be freelancers and consultants that work for themselves — and onboard your business as a client.
With remote work front and center, here’s what you need to know to keep your enterprise on the forefront of labor trends this year:
😑Increased Adoption of Hybrid Work Models: For many, embracing a remote working strategy doesn’t mean throwing away the office keys for good. Hybrid work models could mean that you allow employees a certain number of days to work from home,
😑Advancements in Remote Work Technology: Technology has made it easier than ever to embrace remote work.
😑Rise of Digital Nomadism: Remember that remote work doesn’t mean you can call workers into the office on demand, and in fact — many of your workers might decide to work agnostically, living in different countries or regions for long stretches of time.
😑Cybersecurity Measures for Remote Work: It’s important to think about how you will secure a network that suddenly includes many more devices and locations.
😑Remote Work for Non-Traditional Roles: As the door is open for remote work, you can start thinking about allowing freelance talent or a remote workforce to handle even non-traditional roles within the organization.
😑Employee Monitoring and Productivity Tracking: What’s the ethical balance for monitoring efficiency and productivity of employees and freelancers working remotely? It’s a difficult question, and no surprise to see it under the spotlight.
😑Freelancer Management Systems (FMS) & Freelance Platforms Gain Traction: One of the hardest challenges for today’s enterprises when it comes to remote work is how to find freelancers, and how to manage and pay them accurately and with visibility.
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🔺 10 Ways to Improve Engagement for Remote Employees
#Freelance
➡️ Remote employee engagement refers to the level of commitment, enthusiasm, and loyalty a remote worker feels towards their job and company from a distance.
Here are some of the ways that organizations can improve remote employee engagement:
🔹 Create a Remote Onboarding Experience: The remote onboarding experience helps integrate new hires into the company culture and set them up for success.
🔹 Set Clear Expectations: Ensure that remote employees understand their roles, responsibilities, and the goals they need to achieve.
🔹 Maintain Effective Communication: Establish regular check-ins and communication channels that keep remote workers informed and connected.
🔹 Flexible Work Policies: Flexible work policies allow employees to choose when and where they work.
🔹 Conduct Virtual Team Building Activities: Virtual team building involves creating a cohesive and collaborative remote work environment.
🔹 Recognize Employee Contributions: Implement recognition programs that highlight individual and team achievements on a regular basis.
🔹 Provide the Right Tools: Essential tools include reliable communication platforms, project management software, and secure file-sharing services.
🔹 Encourage Company-Wide Remote Policies: To foster an inclusive and supportive remote work environment, implement company-wide remote policies that encompass aspects such as flexible working hours, mental health support, and access to necessary technology.
🔹 Create Opportunities for Career Growth: Provide access to training and development programs that allow workers to acquire new skills and advance their careers within the company.
🔹 Offer Gamification: Gamification introduces an element of fun and competition into the workplace, engaging remote employees in an interactive way.
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🔘 6 Crucial Steps to Hire a Successful Marketing Team
#Freelance
✨ Building an effective marketing team is crucial for any organization aiming to enhance its brand presence and drive sales.
When building a marketing team, organizations should consider the following steps:
🔴 Define the Structure of the Team: For smaller businesses or startups, a lean team with versatile members capable of handling multiple aspects of marketing might be appropriate.
🔴 Identify the Roles for Hiring: Start by assessing the current marketing goals and strategies to determine what expertise is required to achieve them.
🔴 Define the Marketing Skills for Each Role: Identify the key skills for each role to create targeted job descriptions that attract suitable candidates:
🔴 Find Marketing Candidates: When sourcing candidates for your marketing team, consider both freelancer platforms and traditional hiring methods for in-house employees.
🔴 Evaluate Candidates’ Marketing Skills: Evaluating freelancers is easy and low-risk. Start by reviewing portfolios to assess the quality and relevance of their work to your needs.
🔴 Hire and Onboard New Employees: The onboarding process varies significantly between freelancers and in-house employees.
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💻 Talent Management Practices Worth Knowing When Working with Freelancers
#Freelance
🔻Talent management is the way that organizations recruit and develop their workforce, keeping what is arguably their most important asset, the people, feeling happy and nourished. Why is Talent Management So Important? Keeping employees engaged and happy in their roles is an important part of running a business.
Each business will have their own goals that will go into creating their talent management strategy. Some examples of key objectives of talent management practices include:
🔹 Encouraging a strong workplace culture: Workers want to feel that they are part of a larger whole.
🔹 Providing L&D opportunities: For today's workers, job growth is more important than pay.
🔹 Job satisfaction: Are workers happy with their roles, and do they feel that they are using their strengths and being appreciated?
🔹 Compensation and benefits: Creating packages that work for different kinds of workers is a key objective of many talent management programs.
💻 Source
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🔻 Future of Talent Management: 7 Trends You Can’t Afford to Ignore
#Freelance
🔸 Talent management refers to the approach organizations use to attract, develop, motivate, and retain high-performing employees. It covers a range of human resource practices, including recruitment, onboarding, performance management, training and development, succession planning, and compensation strategies.
Here are some of the emerging trends that will likely shape the future of talent management.
🔺 Talent Ecosystems and Freelance Networks: Talent ecosystems and freelance networks offer a flexible, scalable approach to workforce management, enabling companies to tap into a global pool of freelancers for specific projects or skill needs
🔺 Remote Work Optimization: Remote work optimization involves creating an environment where remote employees can thrive, emphasizing the importance of technology, communication, and a strong organizational culture.
🔺 Data-Driven Decision Making: Data-driven decisions in talent management leverage analytics and insights from various data sources to guide strategic decisions about workforce planning, recruitment, development, and retention.
🔺 Diversity, Equity, and Inclusion (DEI): Diversity, equity, and inclusion (DEI) initiatives focus on creating a workplace environment where diverse perspectives are valued, and all employees have equitable opportunities to succeed.
🔺 Employee Well-Being and Mental Health: Organizations now recognize that employee performance is intrinsically linked to mental health and overall well-being.
🔺 Personalized Learning Paths: Learning path personalization focuses on customizing development initiatives to align with individual career aspirations and organizational needs.
🔺 Gamified Assessment for Learning and Development: By incorporating game mechanics into assessment tools, companies can enhance the learning experience, making it more engaging and enjoyable for employees.
💻 Source
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