Employer Value Propositions are an effective asset in an organisation's toolkit. They help reduce hiring costs whilst attracting the best talent. But now it's time to create your Freelancer Value Proposition.
In this guide:
An Employer Value Proposition (EVP) defines the reason why a person should choose to work for your organisation above all others. It is a clearly defined set of rewards, benefits and standards that communicate what an employee of your organisation receives in exchange for their skills, experience and commitment.
Having an EVP is important because:
The REC says the average time to hire is now 68 days, and the CIPD state counter offers are on the rise, with up to two thirds of want-away talent receiving a counter offer.
A simple search for "java developer jobs" shows the sheer number of positions available to people with in-demand skills.
Having an effective EVP gives you an edge in the competition to attract the best people.
Research by Gartner has shown an effective EVP can reduce the premiums of hiring talent by up to 50%. As the cost of a new hire, according to ACAS and Oxford Economics, is on average £30,000 (recruitment fees, lost productivity, temp costs, etc) making a 50% saving equates to a considerable amount of money.
The Society for Human Resource Management estimate a third of new hires quit within their first 6 months. Gartner's research also showed an effective EVP can increase commitment from new hires by up to 30%.
Accenture, PWC, and Deloitte all predict 30% of UK workforce and 50% of the US workforce will be freelancers by 2020, so as the number of freelancers you need to engage with increases, so does the need for your organisation to attract and retain them effectively.
Freelancers are in as much demand as their employed counterparts. While employment contracts can mandate a notice period that provides an element of safety, freelancers can move on very quickly at the end of their contracts, making it even more important to attract and retain the best freelance talent.
This need to attract and retain the best freelance talent has created the Freelance Value Proposition (FVP), also known as the Contingent Worker Value Proposition (CWVP).
Similar to the EVP, the FVP defines the reason why a freelancer should choose to work for your organisation above all others. It is a clearly defined set of rewards, benefits and standards that communicate what a freelancer receives in exchange for their skills, experience and commitment.
You might be asking yourself, "why should I create a separate FVP, surely I could create an EVP that includes freelancers?".
There are some merits to that thinking, after all, people are people. We all want fair pay, incentives and meaningful rewards, regardless of whether we are employees or freelancers.
However, there is one very important consideration for why an FVP needs special treatment.
Freelancers are typically self-employed and offer their skills under a contract for services. Freelancers can also work through an intermediary, for example their own limited company or an employment agency.
A freelancer will not be employed by your company and will not have employee status.
It is essential for tax and employment law purposes that any freelancer you work with is clearly not an employee, or you may fall inside the IR35 legislation and be liable for things like tax and national insurance.
Of course, receiving employee benefits, incentives and rewards is an indicator a freelancer might be a disguised employee.
The very specific nature of the engagement between a freelancer and your organisation makes it necessary to have a specific FVP that covers for all the nuances of freelancing.
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.
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.
The steps to create an FVP are very similar to the steps you'd take to create an employer value proposition:
Once your FVP is operational for a period, for example 6 months, you can repeat the same qualitative and quantitative analysis to see what impact your FVP has made on your organisation's use of freelancers.
By integrating with SAP® FieldGlass®, TalonFMS enables organisations to maximise the potential of direct sourcing, freelancers, consultants and independent contractor talent pools.
Gone are the days of the rigid organisational structure, today's forward thinking organisations are adopting a resourcing model that's much better at flexing and scaling.
Managing your freelancer workforce can be as simple as recording names and phone numbers in your phone book. But there's a point when you need to get serious about managing your freelance and contingent workers.