The burning question facing businesses today is how can they be sure of hiring the right freelancer for the job?
With a whopping 50% of the global workforce expected to be freelance by 2030, more and more businesses are taking advantage of the talents gig workers have to offer. But with this increasing amount of freelancers comes a growing number of challenges to face.
Without doubt, the burning question facing businesses today is how can they be sure of hiring the right freelancer for the job?
According to Forbes, hiring the right talent can make or break a business. It’s therefore fundamentally important to ensure that the right questions are asked in the candidate selection process to secure the right person for the job.
Let’s take a look at the Top 10 questions to ask a freelancer before hiring them.
- What is your level of expertise?
According to allBusiness, the most important question to ask is one that pinpoints the freelancers’ level of expertise. Ryan Meghdies from Tastic Marketing says that when he first meets a freelancer, his objective is to determine their level of expertise and ensure they are a good fit for the team. Although they are not employees, if their values do not line up, he will not work with them. To gauge expertise, ask about similar projects they’ve worked on and have them explain their approach. Do research beforehand to ask their opinion on various relating techniques.
- What is your past experience?
A person committed to his or her career is the ideal candidate to hire for any job. Ask questions which can reveal whether they have knowledge of their industry, have worked with big names and delivered high-quality projects. Pick candidates that have delivered ground-breaking results and can bring the same level of energy and success to your own business.
- How have you dealt with unhappy clients?
One of the best ways to gauge whether someone can adapt to the task at hand is to delve into their past work history. Asking questions about how the freelancer dealt with an unhappy client or how they react if they haven’t delivered what is expected of them is a good way of knowing whether they would be a good fit for your business. If they offer alternative solutions for how they solved a problem, that would be a better fit for a job than someone who moans about the client being difficult instead.
- Can you take a quick test?
Forbes states that using different methodologies to assess the learning and analytical skills of potential candidates is paramount. Testing candidates might be tricky, but don’t evaluate them merely on the basis of their CV and their confidence because these can sometimes be misleading. A candidate with confidence is great, but what you really need is a candidate that has the right skills and educational requirements.
- Are you the right fit for the job?
Finding an employee that fits in with a company’s culture, vision and ethos is key. Fine tune questions related to whether the individual has the social skills to get along with others, especially with current employees and managers. Ask how he or she has managed past clients to judge compatibility skills, make sure they are accomplished in their field and have worked well with others in the past.
- What are your rates?
Payment is an important part of making the freelancer feel valued and demonstrates that the business respects their expertise. Paying freelance experts what they’re worth and making sure they feel part of the team is an important part of getting the best out of them. Hiring a freelancer on a discounted rate might seem like the best course of action to save your company money in the short-term, but this tactic could prove fatal to the overall outcome of the project and for the long-term success of the business.
- How do you communicate?
Most freelancers work remotely or on short-term contracts, they are not engaged with the business all of the time. Not being part of an already existing team can throw up communication challenges and misunderstandings surrounding project outcomes. It’s therefore fundamentally important to ensure that communications – especially initial briefings – are clear, concise, extensive and detailed.
- What are your career goals?
Many recruiters have found that the more humble someone appears about their work experience and past successes, the better they seem to perform. Those who tend to boast sometimes demonstrate that they can talk the talk, but can’t walk the walk! Asking questions about career goals demonstrates their commitment to the job, their ambition and whether they like what they do. Delve deep, don’t just keep it surface!
- What is your availability?
It’s important to ensure that the freelancer has enough time to devote to the project at hand. Ask the candidate if they are working with any other clients, what their availability is and whether they will be committed to delivering a high-quality finished product. It’s important to ensure that the freelancer hired is 100% behind you so you can deliver the best outcome to the client.
- Any questions?
Bryan Driscoll from Think Big Marketing, LLC says that he will normally ask a freelancer if they have any questions about the project to get a feel for whether they understand what the job entails. He says that you can tell by the questions they ask if they “get” what you’re trying to accomplish.
Finding the best talent
Finding the best talent isn’t easy, so why not use an online talent platform to find a freelancer for you. Online freelancing websites – like, Alifery – are now proving the best way for freelancers to promote their skills and for businesses to find new talent.
One of the leading online platforms to find experts in the legal, tech, finance and consultancy sectors is Australian-based freelancing website Alifery. The Alifery ecosystem provides access to highly-skilled and vetted talent, tailors work to meet business needs and reduces overheads.