There’s a time & place for hiring freelancers as opposed to in-house employees. Here’s how to find the balance for a flexible & cost-efficient workforce.
Freelancing offers an unexpendable opportunity for developing economies to battle issues like unemployment, gender wage gaps, and poverty.
Ever since COVID-19 came and countries went into lockdown, companies have been forced to work remotely – many for the first time ever. We spoke to Marwan Abdelaziz, the fully remote CEO of Ureed.com, for more on his experience managing a team remotely amid a pandemic and the expansion of his business.
The main attraction of freelancers to business owners is their potential to save costs. This makes them an essential tool for the health and overall growth of businesses. That’s why every 3 in 4 employers prefer hiring freelancers.
Startups need support in these trying times, and the best way for them to get it is by hiring freelancers. From cost-effectiveness to flexibility, freelancers can help startups scale and avoid failure.
One of the biggest wake up calls for businesses in 2020 is that old & tired methods of recruitment won’t work in the age of COVID19 – or perhaps ever again.
The jobs most often associated with freelance work are writing, graphic design, and translation. But technology has made it possible to hire freelancers for countless other jobs.
SaaS development startups that provide remote working & collaborative solutions have seen the biggest rise in this age of COVID-19.
Not only does burnout lead to physical and mental illness, it can also lead to business closures and loss of jobs. But incorporating freelancers into your labour force can greatly help to prevent burnout.
The more diverse the workplace, the more productive & successful it will be. Hiring freelancers allows businesses to harness the talent, ingenuity & inventiveness of a diverse team.
“The Great Resignation” has led to an acute talent shortage the world over. Here’s how your business can still hire competitive talent in the age of chronic unemployment.
Startups look beyond just what you put down in your resume to give you a job. Sometimes, they may even bypass more experienced candidates to go with fresh blood or pick non-college educated applicants over graduates.
An occupational phenomenon with far-reaching consequences, burnout has a huge – seemingly invisible – impact on businesses that not many CEOs are aware of.
In the current turbulent hiring landscape, it is no longer prudent to seek out candidates when a position is made vacant. Instead, hiring managers have to anticipate upcoming gaps and work to ensure that they’re filled as soon as they come up.
