Jay Sachetti joined Jeff O’Brien, partner at Husch Blackwell and Dyanne Ross-Hanson, president of Exit Planning Strategies talked about the market for mergers and acquisitions, exit planning opportunities for companies that don’t end up for sale and how companies can maximize their eventual sale price during an early October panel at the first Upsize on Tap event at Summit Brewing Co. in St. Paul.
When the state Legislature passed a law requiring employers to provide paid leave and safe time for employees, Justin Bieganek started hearing differing details from friends, colleagues and peers.
BUSINESS IS BOOMING in Minnesota. Unemployment reached an 18-year low of 3.2 percent in February 2018, compared to the nationwide rate of 4.1 percent. Job vacancies were up 16 percent in the state for the fourth quarter of 2017 compared with a year earlier.
From accounting to legal services, and from coding to graphic design, a growing number of professionals find they can build a satisfying career from freelancing. The appeal is clear: They enjoy being their own boss — choosing what to work on and when they work. Freelancers work as either contingent workers, who companies access through a staffing firm, or as independent contractors.
To get the talent you need in this economic environment, consider staffing your team with a mix of full-time and freelance workers. Many of your competitors are already taking advantage of this hybrid approach.
In a recent survey from The Creative Group, 58 percent of the marketing and advertising executives polled said their organization hires freelancers. And these gig workers make up, on average, 14 percent of their creative team. This percentage is likely to go up.
Millennials currently make up the largest segment of the workforce. As such, they comprise the majority of gig workers, who prefer a nontraditional work arrangement for its flexibility and freedom.
Millennials came to the job market at a time when the economy was shaky. Many watched their parents stick with the same job for a lifetime, only to be laid off during the Great Recession. For this generation, work is less about remaining loyal to one employer and more about adapting work to their lifestyle.
Why should you hire freelancers? For the same reason they choose the arrangement: flexibility. Talent is there when you need it. And when a project is over, you can put that relationship on hold until the next time you require these services.
And with more talented professionals entering the gig economy, the caliber of freelancers has increased over the years. This is the opinion of 39 percent of the creative executives we surveyed.
Skilled freelancers fill the gap for one-off projects. For example, rather than burdening your IT team with revamping the company website, contract with a freelance web designer. You get a quality product without shortchanging your company’s other tech needs.
As with any new staff, you need to first find skilled freelancers and then incorporate them into the team. In fact, these two requirements were among the top three challenges our survey respondents listed in working with these professionals.
Here are some best practices for recruiting freelancers and getting the most out of their skills:
The gig economy is a valuable resource for Minnesota companies that are short-staffed or in need of a flexible staffing solution. Take advantage of the marketplace’s pool of talented freelancers to grow your business without the risks of hiring long-term employees.
