On matter how much brilliant mounded you are and equipped with loads of finances at your disposal, no one is brilliant enough to run a business on his or her own. An established business may have the required budget and work scope to hire an employee on a permanent basis, but the case with startups is otherwise. Several small businesses lie in between the stage of calling for help, but not ready to hire an employee for full-time. And this is where business goes for the option of hiring a contract worker.
For small businesses, contract workers or independent contractors, freelancers, etc. can become a great asset in the time of need for the company. Such employees can be hired in any department from the operations to the sales and marketing on project-basis (paying them only for the work assigned for the duration of the project). On the bad sad, the thing can also go seriously wrong from their end.
So how do you protect yourself from the bad influence of working independent contractors?
The foremost and the often neglected step, it is advised for the owners to ask for references and samples whenever interviewing an independent contractor. Anyone can claim to have worked in the Operations HOD of Google, but wouldn’t it be wise to check if they really have or not?
However, do note that asking for references can also become sensitive in some cases. Consider yourself hiring a ghostwriter in your content marketing team, you will be willing to assist them in acquiring ideas, make them produce a great content piece, and take the credit for the work. But isn’t the real essence of ghostwriting a confidential business? In such cases, the HR should ask the candidate to provide some kind of reference that should assert your work as valuable and genuine, it doesn’t mean all the details about the writing piece should be inquired.
Here arises the easiest and burning question: how do I protect myself from contract-based hires in the simplest way? This is where the use of contract jumps in! An agreement that clearly states the expectations of both the parties (company and in depended contractor) and what will be the consequences if anyone is unable to hold up to their commitments and obligations. The written correspondence can come in the form of email or hard copy.
Be suspicious of the candidate who has applied for the job but is not willing to work under the conditions mandated in the contract. The best workaround to cater this is by using a simple contract that clearly explains the terms and conditions to the hire depending on the situation in hand. And if the vice versa happens, the candidate presenting a contract from their end, do read the contract thoroughly before agreeing to something. Simply speaking, the contract paper is your insurance that is going to safeguard your name and business, just in case, any impending misfortune is to come after hiring the contractor.
Lara Hawkins is a human resource specialist and a corporate trainer catering career development and new employees’ orientation. Besides her job, Lara is also an accomplished college assignment help provider registering a large student base in a variety of academic disciplines.