How Can Your Company Stand Out to the Increasing Number of Independent Workers?

October 6th, 2016

One of the most interesting changes to our economy that happened since the recession and recovery is the increased number of independent workers. Freelancing, short-term projects, and on-demand employment have become a popular choice for many workers who would like control over their own schedules and careers. That means companies need to find a way to engage with these talented employees and attract them to their open positions. So how can you stand out to an independent worker? Here are some ideas to start with.

Promote excitement.

The main thing to know about independent workers is they have a choice to accept your open position or not. If they don’t, they will continue to work other freelance jobs or take another opportunity. Your role in recruiting is to convey a sense of excitement about working for your company. Why should they choose to work with you directly rather than continue their freelance career? What do you have to offer them? What benefits can you provide that they couldn’t get by continuing to work for themselves?

Encourage reviews.

Use your current staff as your liaisons to the freelance and independent contractor community. Encourage happy employees to share their stories on social media. This kind of word of mouth can be better advertising than anything you can spend money on. Your team should be happy to share their positive experiences with their friends or others in the community. Make sure they include why they like being an employee and what you have to offer that they couldn’t get if they worked independently.

Think ahead.

If you bring an independent worker on for a contract assignment and they’re doing a great job, it’s never too early to think about ways to can extend their assignment. What is the next project? How can you entice them to stay on board rather than transition to another project for another client? What can you offer that will encourage them to be a part of your team for as long as you really need them?

Ensure compliance.

Lastly, it is also critical that you do everything you can when it comes to employee classification. Working with an independent contractor can be complicated when it comes to compensation and your requirements as an employer. One way to handle this is to work with a reputable staffing agency that specializes in this kind of employment placement. They will be the employer of record and will be responsible for all of the necessary legal compliance.

Do you want to attract talented independent workers to your company? Contact Meador Staffing today to work with a leader in staffing in Texas! 

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3 Lies to Ignore When Making a Hiring Decision

September 22nd, 2016

Hiring is hard, there is no doubt about that. It can be an imperfect science since your role as a hiring manager is to evaluate whether or not a person you’ve never met before will be a good long-term fit for your organization. Because of all the uncertainty involved in hiring, there is also a lot of advice provided by anyone who has ever done it before. Some of this so-called perfect advice can be deceiving, so be careful to follow anything that is said to be fool-proof. Here are the top three lies about hiring that you should ignore.

1. You can learn everything you need from a resume.

Many hiring managers assume a resume is a complete picture of a candidate. Yet, candidates are specifically advised not to put every last piece of information on a resume. Consider that most people have enough experience in their lives to fill a book, not just two pages of bullet points. A resume is just an introduction, and hiring managers would do well to use it for that purpose. Use it to determine if someone is generally qualified for your role. Use some of their accomplishments to decide if they might be a fit for your company. Then pick up the phone. Talk to the candidate about what they’ve done and, more importantly, who they are as a person.

2. Hiring a passive candidate is better than an active one.

There is also a bias in HR and staffing that the holy grail of perfect employees is someone still working. That’s a passive candidate. A person who is currently employed and not looking for a new position. Which means they need to be recruited away from their good job to work for you. If they are so easily swayed, will they do the same to you in the future for a better offer? An active candidate is someone who is looking for a new job either due to unemployment or dissatisfaction. They are people willing to be proactive about their careers. If you decide to only hire one or the other, you could be missing out on some great working relationships.

3. There is no such thing as a perfect hire.

Yes, it is possible to find an individual who checks all your boxes. They exist, but they may not take the form you’re expecting. A perfect hire isn’t someone who is a clone of your successful individuals. They aren’t someone who reminds you of you earlier in your career. A perfect candidate can take many forms, the important part is to be open to different kinds of perfection. You can hold out for someone you think is perfect for your open job, but understand that you may be rejecting other perfect candidates along the way and not even know it.

Are you ready to hire a great candidate for your open position? Contact Meador Staffing today to work with a leading temp agency in Austin TX.

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