In the eyes of Marleen Deleu, a fervent defender of Total Talent Management, the onboarding of freelancers is not limited to welcoming people within the company. It all started long before: “Companies are investing more and more in their employer brand and trying to impose their image as much as possible through their communication. And, of course, through their job postings. Unfortunately, we see too often that everything is written for classic candidates and not freelancers. A first mistake to avoid for successful integration. ”
A question of status or skills?
We could also ask ourselves what is most important: the search for skills or for a specific status. “Logically, we are looking for skills rather than status. If the recruitment of a freelancer is carried out by the Purchasing department and not by HR, the emphasis may be placed on cost saving KPIs rather than an approach in line with the recruitment policy. We must therefore favor a good balance and the human aspect from the start of the relationship. ”
First day
In the eyes of Marleen Deleu, the time between research and the arrival of a permanent employee allows better communication. “Typically, the permanent employee will have already been in contact with the human resources department, or even with his direct manager. Upon arrival, he will be entitled to a presentation of the company, perhaps even to a sponsor. And we don’t expect less, of course. If the recruitment of a freelance generally goes much faster, it is essential to behave towards him in the same way. Forget the ‘plug-in’ mode, reserved for machines that just need to be plugged in for immediate performance. Take the time to welcome external talent with dignity. ”
Treat freelancers like collaborators
Marleen Deleu has observed many companies in their approach to freelancers. There are common points to successful onboarding processes: “To successfully integrate freelancers, you have to look at them in the same way as other employees. Develop and sign a contract before starting the assignment, and offer, for example, access to internal training that will be useful to the assignment. Better yet, invite your freelancers to unifying company events, such as an afterwork. In short, act with freelancers as you would with your employees, with one exception: that of the relationship of subordination. ”
Talk about projects and innovation
According to our expert, successful onboarding for freelancers first involves ensuring tailor-made communication in job offers: “We are talking about job security for a permanent candidate, projects and innovation for a freelancer. . ” Setting expectations is also an essential piece of the puzzle. “Be clear about what you expect from a freelancer, but also what he can expect from you. Then, carefully prepare for his arrival and integrate him as a full collaborator of your company. ”
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