8 Myths About Hiring Gig Workers Every Employer Should Know

As a hiring manager, it can be difficult to navigate the gig economy and make sure you’re making the right choices for your business.

Some employers still subscribe to myths about hiring gig workers that could easily lead them to make costly mistakes.

Learn the truth behind eight of the most common myths about hiring gig workers and leave with some important tips that every employer should know.

What is gig work?

Gig work is any type of job that is completed on a per-project or freelance basis. This can include anything from app development to copywriting and design.

It’s also sometimes referred to as the “sharing economy,” because workers share their skills and talents in exchange for payment on an ad hoc basis.

8 myths about hiring a gig worker or contract employee

There are several outdated myths about hiring gig workers that have been debunked like hiring a contract employee isn’t cost effective, gig workers have no loyalty, and gig workers won’t fit company culture.

1. Hiring a contract employee is not cost-effective
2. Gig workers have no loyalty
3. It’s hard to find quality gig workers
4. Contract employees lack skill and expertise
5. Gig workers aren’t interested in long-term commitment
6. Hiring full-time employees gives you more control
7. Gig workers won’t fit the company culture
8. Staffing firms don’t work with gig workers or contract employees

Gig work myth 1: Hiring a contract employee is not cost-effective

This is a myth because hiring a contract worker can actually save your business money in the long run.

Contract or gig workers don’t require benefits, vacations, and other costly overhead expenses that full-time employees do.

Not only that, you only need to pay for the specific project you need completed – no more, no less.

Gig work myth 2: Gig workers have no loyalty

Gig workers are often very loyal to their employers because they want to build a good reputation for themselves and have repeat business.

In fact, many contract workers develop long-term relationships with the companies they work with, providing dependable services over long periods of time.

Gig work myth 3: It’s hard to find quality gig workers

On the contrary, it’s now easier than ever to find quality gig workers.

There are a number of reputable online platforms and job boards where you can easily search for talent in your field or niche.

You can also work with a staffing agency or use social media to reach out to potential contract employees who have experience and skills that match your needs.

Gig work myth 3: Contract employees lack skill and expertise

Not only do many contract employees have highly sought-after skills and expertise, they often bring a unique perspective and approach to your projects that can help you stand out from the competition.

In addition, gig workers are typically freelancers or entrepreneurs who have already built up expertise in their fields.

Gig work myth 4: Gig workers aren’t interested in long-term commitment

Contrary to popular belief, gig workers are often interested in long-term commitments.

They may be looking for a specific project that requires an extended period of time or an ongoing relationship with your business.

This can actually benefit both parties since the worker will be more invested in the success of the project and you’ll know who to contact for future projects.

Gig work myth 5: Contract employees need less onboarding and integration

Gig workers may not require as much onboarding or integration as full-time employees, but they still need to be made to feel welcome and part of the team.

Take the time to explain your business and processes, answer any questions they have, and provide them with the resources they need to do their job efficiently.

Gig work myth 6: Hiring full-time employees gives you more control

It’s a common misconception that hiring full-time employees gives you more control over your business.

In reality, contract or gig workers can offer the same level of commitment and attention to detail as full-time employees.

In addition, they often have access to tools and resources that may be outside of your team’s scope.

Gig work myth 7: Gig workers won’t fit the company culture 

Gig workers can fit into most company cultures just as easily as traditional employees.

As long as you take the time to get to know them and make sure they understand your mission and values, they can be a valuable asset to your team.

Gig work myth 8: Staffing firms don’t work with gig workers or contract employees

This is most definitely not true. Many staffing firms specialize in the recruitment and placement of gig workers and contract employees.

These firms have access to a large pool of talent that you may not be able to find on your own.

They also provide invaluable support and guidance throughout the hiring process.

How to hire a contract employee

There are strategies you can follow to hire contract employees or gig workers that include defining clear project requirements, working with a staffing agency, crafting a compelling job description, and implementing a vetting process.

1. Define clear project requirements and deliverables

Before you start looking for a gig worker, it’s important that you have a clear understanding of what you need from them.

Make sure to define the specifics of the project and any deliverables that must be completed in order to ensure the success of your project.

2. Work with a staffing agency when possible

Staffing agencies are a great resource for finding qualified candidates when you’re looking to hire a contract worker.

They have access to a much larger talent pool than you would on your own, and they provide invaluable support throughout the hiring process.

3. Craft a compelling job description

When you’re posting a job, make sure that your job description is clear and concise.

Be sure to include all of the details about the position, such as the project requirements, deliverables, timeline, and any other specifics that will help potential candidates decide if they are the right fit for the job.

4. Implement a thorough vetting process

Once you’ve identified potential candidates, it’s important to vet each one thoroughly.

This includes conducting background checks, verifying references, and reviewing portfolios or other work samples.

This will help ensure that you are hiring the right person for the job.

Debunking contract employee myths

To gain access to a wider pool of top-tier candidates, it’s important to dispel the myths about hiring a gig worker or contract employee.

Not only can you save money on overhead expenses, you can gain access to skills and expertise that may not be available in-house.

By understanding the benefits of hiring a contract employee, you’ll be able to make informed decisions about your staffing needs.

So don’t let outdated myths deter you from taking advantage of this cost-effective staffing solution.

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