Hire employees or take freelancers? This is a recurring question in the business world, but especially in that of new technologies. In recent years, there has been a boom in freelancing, to such an extent that practically one in two French employees would consider continuing their professional life as a freelance worker. Certain professions, in particular those related to new technologies, are moreover already made up for a large part of freelancers. Developers, graphic designers, etc. a lot of jobs belonging to the internet and digital world have taken this turn. This actually corresponds with the evolution of the company at large. The trend is towards hyperspecialization of skills and flexibility, and calling on a freelance worker makes it possible to fill a specific need for a fixed period. That being said, a company will always have the imperative to constitute a core of employees whose permanent presence and attachment ensure the existence and sustainability, whatever its sector of activity.

Good Reasons to Hire an Employee

There are many reasons why having an employee constantly in the workplace is a big advantage.

First of all, the employee hired by you will in principle only work for one company: yours! What does this imply ? He will be available at all times, unlike a freelance who must interact with several clients. Basically, you have your North Korea Email List employee handy, when you will most likely need to contact your freelancer and see if they are available on the desired date. Only sick leave or leave can make an employee unavailable.

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Then comes an important point: the cost. There is no truth here, because every situation is different. However, if the hourly or daily rate requested by a freelancer can be expensive, we must not forget that the hiring of an employee requires the payment of multiple charges which also have a price. What needs to be analyzed in this case is productivity. When a freelancer demonstrates high level productivity, his hourly wage which at first seems excessive can actually be a godsend, because he has this ability to work quickly and correctly as a freelance worker.

It is certainly a very interesting question which should be studied, knowing that the answer will vary enormously according to the positions and the sectors of activity. Thus, the recruitment needs of a start-up are certainly different from those of an industrial production site.

In Terms of Involvement

There is no doubt on the other hand that an employee recruited full-time invests 100% in his new start-up or company. We can certainly consider that an employee will bring more than a freelance at several crucial levels at the heart of a company: the human bond, which will affect the team spirit, the atmosphere at work and the future orientation. of the company, in particular if we are talking about a position of responsibility. While a freelance will only rarely be physically present and without doubting his involvement in the tasks assigned to him, we can still consider that it will be difficult to count on him concerning important decisions or activities that must be carried out. stay away from the office or regular working hours. This,

Good reasons to work with a freelancer
There are several reasons that hiring a freelancer can be more advantageous than hiring an employee. First, we can consider that the freelance is naturally oriented towards the aspect “customer satisfaction”. Not that an employee working full time in the office isn’t, but for the freelancer, customer satisfaction and feedback is vital. A job well done is synonymous with loyalty, trust, and possibly an increased supply of work.

Not to mention that a satisfied customer will potentially lead to offers from new partners through word of mouth. Thus, a well-executed project represents the best form of advertising that a freelance can dream of.

Appreciable and Crucial Aspects

But one of the appreciable and crucial aspects that a freelance will be able to bring to a young start-up is flexibility. Irregular work volumes and fluctuating orders, for example, necessarily direct bosses to freelance workers, because they are simply better suited to a particular context and at a given precise moment. In addition, when the needs of a business change rapidly, the staff hired are not necessarily able to meet the new expectations in terms of qualifications and skills. Typically, in the case of a start-up, you will first need a developer and then the requirement to perfect and modify your website and finally to put the emphasis on the marketing aspect. All of these tasks require different skills and it is often complicated and even impossible to find the right person to do them all. This is why calling on several freelancers who will each make their contribution, successively or even concomitantly, will be a plus in terms of performance and time savings.

Two other major elements mean that a freelancer will generally be able to bring more to your business than an employee: experience and productivity.

We can indeed consider that a freelance who has already behind him a few years of work in a very specific field, accompanied by a portfolio and advantageous references, represents a serious asset to carry out a very specific and time-bound job.

In addition, we see that freelancers have an ability to produce more within tight deadlines. This gain in productivity is essential for entrepreneurs, not to mention the fact that a freelancer requires very little time and attention regarding supervision and guidance, unlike a young employee, for example.

From the Point of View of French Law

This is an important point which deserves to be clarified. Because the links which unite an employer and its employees are not the same as those which govern the client / freelance relationship. The term “client” is knowingly used here instead of employer because in reality a company does not “recruit” a freelance, no relationship of subordination existing between the employer and the freelance, unlike in the case of an employee. This does not mean, of course, that the client has no control over their independent consultant. The main thing is to set clear and precise objectives for a given mission.

As the client-freelance relationship is not framed by law, and the status of workers can be declined (in their own name, in EIRL or in a single-member company), a contract should be drawn up which will include key elements such as objectives and duration of the assignment, the conditions for terminating the contract, remuneration, etc.

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