Since there are different requirements when it comes to onboarding traditional employees versus freelancers, use the following tips to help you get the process started on the right foot.
Have Each Freelancer Sign a Statement of Work Contract
Take care of necessary contract signing and paperwork at the onboarding stage. A freelancer statement of work should clearly state the freelancer’s pay rate, dates of service, expected deliverables, and any known deadlines.
Collect and store freelancer contracts early in the onboarding process to avoid misunderstandings down the road. If your company is setting up direct deposit for freelancers, then be sure to collect their banking details. This will help ensure that they receive prompt payment, which will help increase your freelancer retention rate.
Bridge the Gap Between Freelancers and Internal Employees
The first order of business when onboarding new freelancers is to be sure that the rest of the team is aware that they are joining the group. Freelancers and contractors may not have an internal email address or access to internal communications, and in-house workers are likely part of different information streams.
Therefore, managers should make a point to connect both types of workers and facilitate their working relationship from the outset. Introductory emails are a good start, followed by a virtual meeting to give onboarding freelancers a chance to meet their key colleagues and ask questions. Be sure to send out contact details to both parties.
Understand and Provide Appropriate Tools and Resources
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Don’t assume that you know what individual freelancers will need to do their best work—ask them at the onboarding stage. Depending on their role, freelancers will likely need access to in-house data, tools, and other resources, so managers should ensure that each freelancer can find the materials required to get started.
Virtual onboarding often involves technical hiccups as well, since it can take a few times to get it right when providing workers with server access, log-in credentials, and payment settings. Be sure to give them the contact information they need to reach IT, HR, finance, and other departments that they may need to follow up with during the onboarding process.
Inform Freelancers on Key Internal Processes
To set your new freelancer up for success, be sure to take time to share details of any company process that they need to do their job. This can not only save freelancers headaches, but can also help ensure that no balls are dropped on clients or with staff colleagues during the hiring transition.
Depending on the capacity in which your freelancers are involved, it is in your best interest to share information with freelancers that impacts how they approach their tasks and engage with your team. This will help them collaborate on your software tools, know other employees’ availability, and more.
Have a Communication Conversation
The success of your new freelancer depends on clear communication with you and your team. Set the tone for good communication with your new freelance hire while onboarding by making your expectations and preferences around communication known.
For example, consider the following items:
- How often will you communicate with the freelancer?
- Would it help to set them up with a company email address?
- Would it help to add freelancers to instant messaging tools or channels, like Slack
Freelancers and Your Business
The onboarding stage is critical to the successful tenure of your new freelancer. By taking the time to ensure that you complete the steps above within the first few weeks of hire, you’ll help grease the wheels for a productive contract collaboration.
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