Factors in Determining Freelance
Independent written work has changed significantly over the most recent quite a long while. Not just have innovative advances made it simpler for more people to join the pool of outsourcing experts, yet a blast in new outlets has essentially expanded the quantity of spots for an author to win their every day bread. That implies that organizations have more places than any other time in recent memory to locate an independent essayist, impressively increasing their odds of employing only the perfect individual for the undertaking. The test lies in deciding if the specialist’s asking rate is proportionate with the work required.
New research from the Oxford Internet Institute at University of Oxford underlines the move to platforms. From 2016 to 2017 there has been a 26% increase in the work that companies source from platforms such as Freelancer, Upwork and PeoplePerHour, according to the study “Platform Sourcing: How Fortune 500 Firms are Adopting Online Freelance Platforms” by postdoctoral researcher Greetje F. Corporaal and Vili Lehdonvirta, an associate professor and senior research fellow. The research was funded by the European Research Council as part of a larger project called iLabour: The Construction of Labour Markets, Institutions and Movements on the Internet.
Read More : What Is Freelance Writing?
Oxford’s research was based on studies of seven Fortune 500 companies and two multinationals that find talent through large online freelance platforms (Other than Samsung, all of the companies were anonymized). The top categories of talent they sourced this way were software development and technology, followed by creative and multimedia; and clerical and data entry.
So why are big companies suddenly becoming so eager to rely on platforms to better find and accommodate freelancers? Corporaal says cost is a factor. Many already work with free agents but want to reduce the fees they are paying to staffing agencies. Another is flexibility. “They find it very quick and easy to hire freelancers through the platforms,” she says.
Interestingly, they don’t seem to want to replace full-timers with freelancers because of the risk that losing their steady crew would pose to their core culture. Instead, they aim to complement the talents of their internal teams, Corporaal says. At the same time, they realize that they have to keep work flowing to their best outside experts or risk losing them.