With more than 2 million freelancers operating across the UK, organisations are spoiled for choice when it comes to picking the right person for their project. Talent platforms like The Work Crowd are a fantastic resource, but, as the client, you still need to invest time in identifying the best person for the job, who has the skills and experience you’re looking for, not to mention the personality and attitude to fit with your in-house team. And that means going through a pitch process.
But before you panic about all the work involved, choosing a freelancer doesn’t have to mean a long, drawn out, formal process, like you might face when picking an agency. Freelancing is meant to be flexible and no doubt you’re short on time to spend managing a detailed pitch exercise – as are most freelancers. The key is to approach the process in a focused way, so as to increase your chances of making a success of your project – and finding a freelancer you can use again and again in the future.
Here are the key steps you should go through, and what to think about at each stage:
The more specific and detailed your brief, the more focused and relevant your responses will be, saving you valuable time sifting through CVs and messages to find the best ones. The more detail you can include the better, both about your organisation, what you need, and the information you would like to receive from respondents. As a rough guideline, your brief should cover off the following:
For more detail, check out our dedicated blog on how to brief a freelancer for success.
The other advantage of having a detailed brief is that it makes the next stage of the process much more straightforward, as it gives you a reference point against which to judge the responses you receive. For instance, it can be useful to have a scoring system based on the different aspects of the brief, enabling you to make an objective decision about which professionals fit your needs the best. Once complete, you should be able to shortlist the three to five best options, who you can confidently take through to the next stage. And remember, always try to reply to all the freelancers who applied, even those you haven’t shortlisted – it only takes a matter of minutes, reflects positively on you and your brand, and you never know when your paths might cross again in the future.
It might be tempting to jump straight to face-to-face meetings or request pitches from your shortlist, however, you should seriously consider carrying out short telephone interviews first, to give you an initial idea of fit and chemistry. Always keep in mind that a freelancer’s time is money, in a very real sense, and they will appreciate you being respectful of this, by asking for a 15 to 30-minute phone call, or video conference, first. It is also worth noting that for smaller projects, a face-to-face meeting or pitch probably isn’t necessary, or worth the time for you or the freelancer. In those cases, a virtual interview is likely to be all you need.
The interview is an opportunity to:
After this stage, you may find that certain freelancers aren’t right for the project, which enables you to narrow your shortlist down further before moving on to the next stage.
If you are working with a decent size budget or looking for a long-term relationship, then a face-to-face stage is absolutely the way to go. In this situation, choose two, or maximum three freelancers, who you like best, and who you would like to meet in person. Or perhaps you already have a firm favourite amongst your shortlist, in which case a face-to-face meeting with just them will be as much a formality as anything. But either way, it is important not to skip this stage, as it enables you to dig deeper into how the freelancer would approach the project and iron out any uncertainties you both might have, and also give other members of your team a chance to meet them.
Be conscious not to demand too much of a freelancer’s time at this stage, while also ensuring that you have enough information to make a final decision. A good idea is to ask them to come in with a short proposal, presentation or plan, including some ideas and thoughts of how they would achieve your objectives, so you can get an idea of how they work, and whether they have fully grasped what you’re looking for. However, don’t demand or expect agency levels of polish and detail from these pitches, which is usually not realistic for a busy freelancer and should form part of the paid-for ‘discovery phase’ at the outset of the project.
Again, you may wish to put a scoring system in place, to enable you to evaluate your final shortlist of freelancers objectively. Or you may prefer to follow your gut, in terms of the individual who has best understood what you’re looking for, and who you have clicked with on a personal level. Either way, try to make a final decision as promptly as possible so as not to leave freelancers hanging, and so you can get your project kicked off asap.
Of course, if you do have any further questions or need more support, then The Work Crowd team can help guide you on what to include in your brief to ensure you find the most suitable freelancer for your needs. To find out more, or post a project, then drop us a line at email@example.com or give us a call on 020 3828 8440, and we can chat through how it works.