I consult with clients on a regular basis who share a very common view: they’re reluctant to consider freelancers for permanent roles.

The reason for that apparent hiring prejudice is simple: most employers are used to reading chronological resumes that list a candidate’s skills, while also demonstrating their work experience over a select time period. Most of these resumes reflect a certain long-term stability on the part of the candidate.

Freelancers, on the other hand, tend to boast resumes focusing on their abilities and skills versus defined periods of work for one company, leaving hiring managers in a conundrum over whether to hire for skills or stability.

I believe skills-based resumes say more about a candidate’s potential value as an employee because they not only demonstrate the person’s experience, but offer more evidence that they can fulfill the task at hand. In the creative industries that we serve, this is a key concern for companies of all sizes.

Still, many hiring managers raise the same red flags. They assume that the candidate’s relative multitude of project-based work means they can’t hold down a steady job, aren’t reliable or committed, and won’t be a strong cultural fit because they’ve worked in so many different environments.

In almost every situation I’ve experienced, these assertions are based purely on misconceptions. More importantly in an era when junior creative types are being encouraged by firms such as ours to take on freelance roles to build their resumes and portfolios, it could lead companies to miss key talent acquisition opportunities.

Here are key points to keep in mind when analyzing freelance-heavy resumes:

• Focus on the resume’s success stories (e.g., how the candidate helped a past employer secure a new account or how their contributions led to future business, etc.)

• Assess the types of projects and or brands they worked on—do they align with your requirements?

• Focus on the skills they used on each project and how they might help solve challenges your company is facing

• View their exposure to a variety of different projects as an asset, not a liability

• Understand that because they worked from home most of the time doesn’t mean they’re lazy or hate offices. It means they’re self motivated and can get work done in any environment

• A freelancer is always on probation, so they know that if they don’t deliver, they won’t get more work

• Freelancers are used to a quicker pace of work and can often provide faster turnaround times

• Freelancers are accustomed to keeping their skills up-to-date to remain competitive—a key asset for an employee in any company

• They essentially run their own small businesses, so freelancers are business-minded and understand the demands of critical tasks such as business development, not to mention the importance of productivity and speed-to-market times

• Because of their versatile work experience and skills, one freelancer may be able to replace two positions within your organization

Although hiring a freelancer may not seem like a viable option at first, many managers and business owners have come to regard the adaptability, ability to meet stringent demands and diverse expertise as a boon for their companies.

And from my experience, some even consider their formerly-freelance employees their best hires.

In my next post: why you shouldn’t rush to hire your competitor’s employees.

That’s all for now,

Adele

Adele Wootton is the Director of Client Services at Creative Niche, working from our Toronto office. She has over 25 years of experience in production and studio management, and staffing and recruitment. To read more about Adele, visit Our Team page.