Workflow of the Week: How to Manage Freelance Employees with Workflow Automation |  Mitratech Holdings, Inc

Workflow of the Week: How to Manage Freelance Employees with Workflow Automation | Mitratech Holdings, Inc

Tips for automating and streamlining the management of your freelance workers, contractors and temporary employees

With a rapidly growing freelance workforce, the current state of the job market, and generous work-from-home policies, such as the one just launched by Airbnb, your organization is likely to be transitioning to a mix of full-time, contract, and gig too. employees from all over the world. And you are not alone; 90% of companies believe that combining full-time employees with freelancers and contractors gives them a competitive edge. As Shahar Erez, CEO of Stoke Talent says, “Bringing a highly qualified independent contractor on board for specific projects can save organizations tens of thousands of dollars compared to a full-time team member, while delivering equally quality results. high. ”

So what’s the deal with freelance work?

Save money, scale quickly, and employ the best talent – what’s the catch? Before you’re ready to embrace the gig economy, make sure you can tackle the challenges that come with it. For example, how will you manage freelance employment contracts in relation to your full-time employees? How will you facilitate collaboration and get contractors to work quickly? And how will you keep sensitive information safe by giving your temporary employees the autonomy to excel in the role?

Workflow Automation – Your Freelance Management Buddy

While many of these responses can be traced back to your organization’s culture and guidelines, some tools can help you make it easier for you to enforce your policies. By automating forms, contracts and project processes with solutions such as Mitratech’s Workflow Automation Tool (TAP), you can enjoy the benefits of freelance work that is painless for both you and the contractor. Because, after all, they ultimately decide if they want to continue working with you, so creating a defined, replicable but dynamic process is key to retention.

What variables of the freelance work process can you automate?

Unlike your full-time employees (who stay in the tech industry for an average of ~ four years), your employees will likely sign 3- to 6-month contracts and may or may not agree to extend. That’s a lot of job forms, contracts, nondisclosure agreements, etc. Plus, if you’re paying for a highly skilled worker for just six months, you want to waste as little time as possible getting him on board. Using workflow automation for contracts, redlining, approvals, and escalations means your checklist for new hires is self-driving and contractors can handle it themselves. It also means that the information collected can be securely stored in one place, a centralized repository of records, so that HR and legal teams can oversee all contracts, retrieve previous agreements for returning contractors, and eliminate the duplicate forms. By saving teams time in the onboarding and knowledge sharing process, both organizations and contractors can see an optimized return on investment. vv

When your contractor starts a project, they may not have time to meet the whole team. And while they may be in Slack or Teams, they typically won’t have access to an organization’s full library of files and resources. So how can you still keep them connected? By creating a real-time review, approval and collaboration workflow that is accessible to outside parties without incurring additional user licenses or data risk, your contractors can securely send assets that will be directed to the employee correct internal for review or feedback (even if they don’t know them by name!) Plus, dynamic notifications and escalations are available to guide completion, note urgency, and tag team members for project collaboration.

One of the main and most costly challenges of contract work are the unique requirements relating to laws and job classifications. Matt Rivera details some risk and compliance factors to consider when hiring contract workers and best practices to mitigate them. Of the many tips he shares, creating specific and detailed SOWs, verifying supplier insurance and tax status, and collaborating during contract hiring are among the most vital. Fortunately, these processes can be automated through supplier management workflows with integrated collaboration, document generation, and a central records repository.

While there is no secret formula for capturing and retaining the best talent in any type of employment, building systems that enable frictionless integration, streamlined processes and secure collaboration will go a long way in improving the process while promoting innovation. and the return on investment.

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