FVP = Employer brand principles + Freelancer specific rewards
The key to developing a Freelancer Value Proposition is to apply a freelancer's lens onto your organisation's employer brand principles and to factor in some specific rewards for talented freelancers.
Employer brand principles
Pay that fairly reflects the value of the individual's contribution to the organisation's success. Depending on the nature of your engagement with freelancers this might be expressed as a rate per hour, day or unit of work. For example:
Java developer = £500 per day
Content writer = £250 per article
Could be as simple as providing on site parking or dedicated hot desks for freelancers.
Freelancers, due to their short-term temporary engagement with an organisation, are often kept out of internal communications and updates. Using an FMS's talent pool to keep freelancers up to date with important information is a simple way to make freelancers feel part of the team.
As part of your FVP, the rewards and incentives you offer to freelancers needs careful consideration. This is to ensure they are both interesting and unlikely to cause any compliance or regulatory issues.
Here are a couple of examples of rewards/incentives you could offer freelancers as part of your FVP:
60 or 90 day terms on invoices are common for larger organisations but for a freelancer, not getting paid for 3 months can present serious cashflow issues. A simple reward for talented freelancers could be expedited invoice payment.
Working with a large organisation presents a huge opportunity to a freelancer to generate more work. But often, it's difficult to be able to access other departments or projects. A great benefit for a freelancer would be to get endorsed to other hiring managers in an organisation.