How to Decide Between Hiring a Remote Freelancer or Full Time In-House Employee


In-Houser vs. Freelancer

Recruiters or companies may always find themselves in a dilemma when hiring for a bulk process or a particular job role. The requirements for every job type varies, based on which the recruiters can decide on selecting a full time in-house employee or a remote freelancer. Both the options provide employers with skilled manpower resource, as well as with similar work quality and output.

The only difference between hiring a full time and a freelance employee is ease of personal access to the employee and use of resources. For, a freelancer works from any location of their choice, whereas a full time source will work at the office location. Plus, while a freelancer will use their own resources to complete their tasks, a full time employee will be provided with the facilities, technology, tools, database and infrastructure from the office he or she is employed in.

So, when it comes to deciding between hiring a full-time employee or a freelancer, here are the questions you need to consider about the job requirement:

 What is the level of client interaction required?

The first question you need to consider is whether the job you’re hiring for requires the hired candidate to interact with the client or not. And, if they do need to interact with the client, how many times a week or month or year will they be expected to interact with them on average? Plus, will communications via phone calls, video call, emails, or messages suffice? Or will face-to-face personal interaction be required?

This is important as, if the job requirement needs the hires to interact personally and face-to-face with company clients on a regular basis or multiple times, then a remote hire might not suit the post – as they may not be available in the location the client(s) resides, or may not be available on a regular basis on their schedule to meet with the client. For instance, consider an software debugger who needs to be on-location and meet clients whenever a problem occurs (and the problem cannot be solved remotely). A regular employee would be better here, as you can define a set of work timings for the worker in this case and choose someone who is available on-site for any clients.

However, if the interaction level with the client is nil, or if emails and chat sessions or video calls are enough to keep things running smoothly, then a remote worker for the post will work just fine. For, (in the latter case) all of these interactions can be covered via Internet communication technology, meaning that a remote worker can accomplish these tasks quite nicely.

Are there a lot of brainstorming sessions and creative discussions required for the job?

Does the job you’re hiring for require a team? Do these team members or co-workers need to have easy access to each other in order to have a number of creative discussions or brainstorming sessions about the task or project at hand? Do they all need to work together on this at the same time?

Again, the answers to these questions will determine whether a freelancer or a regular full-time employee will better fit the job.

If the job can be handled by one person, or a group of people working independently, then hiring either freelancers or full-time employees will work.

However, if you need a team that needs to work with each other, have creative discussions and brainstorm ideas together, then, you must hire employees who can fulfill this criteria. Now, if you’re hiring a team of freelancers, then there’s a good chance this team can fulfill the job requirements. However, if you’re hiring various freelance employees, or hiring freelance employees to add to your existing team, then you need to see if your freelance hires can make it to these discussions and ideating sessions. (Technology is a wonderful thing: Think video conferences!)

However, if you can’t find freelance hires who agree to be available for such creative sessions of creative brainstorming, then hiring regular full-time employees to make up your team could be the best option here.

 Are a lot of meetings and interactions with other co-workers and team members required?

Is your hire is required to attend meetings with co-workers to do their job, then you need to ask: How frequently do they need to interact with their co-workers? Will the purpose of the meetings be met if the conferences are held via video calls online? How frequent will these meetings be? Do the hires have to meet face-to-face and personally with their co-workers? Will the freelance hires be available to make these meetings?

Again, consider these questions before hiring a freelancer or regular employee for the post. For, while the candidates may be perfect for the most when considering their skills, this aspect of the job must be met as well.

So, if video conferences suffice for these meetings, and the freelance hires of your company can make it to these meetings, then hiring a competent freelancer is adequate. If not though, you might have to consider a full-time hire instead.

Other than the physical location and timings of the freelance hire being different though, not much else will differ in process and use from hiring a full-time worker. Hence, it’s these two aspects – and what they influence, enhance, and limit in your business – that you should consider before hiring either type of employ

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