Freelancers and contractors are a decent substitute for having work performed without the cost of a permanent company staff member. You have access to specialized skill, time support during peak periods, and a responsive business. There’s a twist, though — not all freelancers or contractors are the perfect fit for what you require.
The challenging aspect isn’t getting someone to get it done. It’s getting someone who can get it done right, speak well, and work the way you work. A quick web search can provide you with hundreds of candidates to select from, but the key to successfully screening them is the difference between a nice project and an ordeal.
1. Begin with a Clear Job Description
Before you start hunting for applicants, be sure that you’re absolutely clear what you’re on the lookout for. Sloppy job ad = sloppy applications.
A good job description contains:
- The actual skills needed
- The nature of the work
- Expected deadlines
- What equipment or software they will be using
- Your ideal way of working (daily stand-ups, weekly reports, etc.)
If you’re precise initially, it’s easier to find people who meet all the criteria.
2. Consider Beyond the Portfolio
A portfolio is a great thing to begin with but is not all there is to it. There are some freelancers who have great samples but did not so much create them in a vacuum. Other freelancers will have great work but only for projects with enormous budgets.
Surfing around a portfolio, you should ask yourself:
- Are these samples what I require?
- Is consistency of style one and the same everywhere or haphazard all around?
- Do they have flexibility if my project demands so?
If it catches your fancy, inquire of them the secret. This will tell you if they are really their own masters.
3. Examine Their Track Record
Past performance can be a strong indicator of future results. Read reviews, testimonials, or case studies. If you are hiring from a platform like Upwork or Fiverr, look at the positive and negative reviews.
Look for comment patterns. If many clients leave feedback on good communication or lateness, you’ll know what to watch for.
4. Test Before You Purchase
A brief paid test project is one of the best ways to determine how a contractor or freelancer works. Make it similar to the real job so you can observe how their skills work in practice.
While testing, notice:
- Quality of work
- Following instructions
- Turnaround time
- Style of communication
Trial will cost you costly mistakes and the choice is made so much easier.
5. Assess Communication Skills
Even a good freelancer can be a pain to deal with if communication is poor. You would like someone who can ask the correct questions, give you updates, and alert you before it becomes a problem.
Practice how quickly they respond to your messages and whether their response is concise before you employ them. Excellent communication can be the difference between a hassle-free project and an ongoing one.
6. Talk About Availability and Time Zones
Freelancers and contractors will most likely have more than one client. Ensure that their availability is what you require.
Ask them:
- How many hours a week they can work on your project
- Their work time and time zone
- How they handle emergency requests or last-minute changes
This saves you from surprises down the line, such as finding that your designer only has two days free when you need daily feedback.
7. Get Their Problem-Solving Style
Every project will have some surprise problem that comes up. You don’t want the hand-holding person to be the one fixing it every time.
You can ask them scenario questions in the interview. For example:
- “How would you cope with being late on a deadline because of a technical issue?”
- “If you were not reminded of what I required, how would you ascertain it?”
Their reply will tell you a lot about how they work and if they have the ability to motivate themselves.
8. Talk about Tools and Processes
If your project involves a certain set of tools or platforms, ensure the freelancer understands them. This could be design software, project management software, or communication tools.
Also, ask them about their process. Do they work from super detailed instructions or do they have more creative freedom? Do they work from drafts and provide feedback or create a final product in one step? Aligning processes can make the collaboration so much simpler.
9. Think About Cultural Fit
Even though freelancers are not a permanent part of the workforce, they will likely be working within your team or as an extension of your business. Make sure their tone of voice, writing style, and tone are consistent with your company’s culture.
For example, if your company is casual and welcoming, a stiff and formal style of communication won’t suit. You might not always need to agree on all matters, but an overall consistency ensures everything works like clockwork.
10. Trust Your Instincts
Occasionally, it’s an experience issue. If the person has the skills but something is not clicking in your interchange, it’s probably best to listen. If someone is eager, responsible, and interested in your project in a genuine way, however, they may well be a good fit even without experience.
The Bottom Line
Screening freelancers, contract software engineers, and contractors is more than reading resumes and portfolios. It’s understanding the way they operate, communicate, and if they will fit in with your project or not.
By taking the time to test abilities, check references, and engage in truthful conversations, you will be able to prevent mismatches and have the right partner for your job. Ultimately, proper selection saves you stress, money, and time and provides you with good results and an easy working relationship.
