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Growing your career: permanent & freelance IT Consultants

IT Contractors: How to Ensure a Constant Stream of Work

IT Contractors: How to Ensure a Constant Stream of Work
How to ensure a constant stream of work? A quick overview of best practices for maintaining a robust client portfolio that provides you with a steady stream of work.

Starting out as a freelancer is for many the realization of a life-long project. While the contractor status means there is no guarantee of job security, there are nonetheless several methods to perpetuate your collaborations and ensure a constant stream of work from loyal and happy customers. How to ensure a constant stream of work?

Here is a quick overview of best practices for maintaining a robust client portfolio that provides you with a steady stream of work.

Become indispensable

To become irreplaceable, you have to develop a unique value proposition and, of course, get your work done on time. First of all, it is important to honour your commitments as agreed upon at the signature of your contract. But then you must go beyond and work to bring added value to the project. Inject a bit of your personal touch to make yourself stand out.


Becoming indispensable means that from the very first interview, you must make sure to stand out, without going overboard. Your interview should not be a simple question/answer exchange, but a real discussion between professionals. Keep in mind that the person you will be working with is not your employer. You collaborate together, for a common goal. Anything that can bring a real, personalised touch to the project and that is not offered by all the other freelancers is to be highlighted. This will encourage your customers to seek to collaborate with you over the long term.

Finally, remember that skills alone are not enough. It is essential that you find the right positioning between professionalism, rigour and proximity. You will thus assert your personality and demonstrate charisma while projecting confidence.

Establish a healthy line of communication

Healthy communication between a freelancer and their clients is essential to ensure long, win-win collaborations. So how do you do it?

  • Check in regularly, but without being pushy or appearing overly eager
  • Show your interest in the company and its projects. Typically, contractors who show an interest in the client’s broader work are more likely to snatch long-term collaboration contracts
  • Do not hesitate to ask for feedback on your work and to be proactive in proposing ideas This is greatly appreciated
  • Do not be afraid to clarify any unspoken or perceived misunderstandings. If you do not dare to discuss a potential issue for fear of string up the waters, the problem could end up weighing heavily both on your morale and your client’s satisfaction with your work
  • Anticipate your next mission. Ask questions about or propose future projects, as well as if you can help in any other areas. Besides giving you vital insight into your client’s operations, this attitude will help you become a long-term partner who goes beyond individual assignments and provides more strategic support

Stay visible

Once a mission is completed, and if you have received positive feedback, it is advisable that you connect with your points of contact over social media and professional networks like LinkedIn. This of course requires an active presence on the various platforms, as well as a solid online image.

Keep your profiles updated and add new content on a regular basis. You can also publish promotional offers like discounts, or new services and skills you have developed. 

If you are visible enough, your clients will remember you and your professional qualities. They will call on your services again, especially if you offer them loyal-customer discounts based on the volume of work requested.

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Hiring an IT consultant IT Decision-makers

Interview Tips: 5 key questions to ask to an IT freelancer during an interview

5 key questions to ask to an IT freelancer during an interview
Asking the right questions is key to ensure you are making the best staffing decision. Discover 5 questions to ask to an IT freelancer during an interview

What are the 5 questions to ask to an IT freelancer during an interview? The way companies approach the selection process for IT consultants might well have changed forever due to COVID-19. CIOs and HR experts have moved IT hiring online, and things seem likely to stay that way from now on. Among the benefits: greater schedule flexibility, agility no need for travel and other expenses, agility. But remote interviewing also has its downsides.

It can be tricky to properly assess things like soft skills and cultural fit when you are not face-to-face with a candidate. Asking the right questions is key to ensure you are making the best staffing decision. Whereas hiring the right IT freelancer will bring great benefits to your projects and team, enlisting the wrong person will only multiply your problems.

These are the 5 questions to ask to an IT freelancer during an interview and that you should always cover.

1# Have you ever worked on a similar project, and if so, for what type of client?

You have a project for which you are looking for a freelance professional. Whether you are looking for a web developer or a SAP expert, the technical nature of the mission requires in-depth know-how from the consultant. Thus, it is first necessary to verify that the candidate has the necessary expertise and experience.

You can first ask them if they have ever been confronted with a similar project, in order to find out more about their experience on this type of mission. Moreover, suggest that they detail their previous gigs, giving details on the technical and organizational context of those projects.

Then, ask them who their previous clients were, whether they were large accounts or smaller companies. If the candidate tells you that they already have one or more similar experience (s), in a company in your sector and with a similar context, this is a real advantage, as they should be operational very quickly.

2# Faced with this or that technical problem, what actions would you put in place?

Freelance experience is important, but to test your candidate’s technical skills, do not hesitate to ask them one or more very concrete questions directly related to your project. How would you resolve this incident? What type of functionality or solution would you develop? Which computer language seems to you the most suited to this situation?

First, asking a hypothetical problem allows you to test the candidate’s ability to solve a problem, as well as to evaluate their technical understanding of your project. This will also give you a good overview of their analytical skills, as well as the interest they have in the area and project.

3# Could you tell me about a difficulty you encountered during a previous project, and how you coped with it?

Don’t forget to check for the essential soft skills in IT. Since your freelance consultant will effectively be a member of your team, evaluating traits like their interpersonal skills will be fundamental.

To assess them, you can ask questions that highlight the candidate’s team spirit and communication skills, as well as their ability to manage conflict and crisis situations. Favour open-ended questions to let the candidate express themselves, revealing their personality.

4# What is your availability? And your rates?

Make sure that the candidate’s expectations correspond with the conditions you propose for the assignment. This is obviously valid for the economic compensation, but also for all others terms of the contract. Is the candidate willing to come work on your premises if the mission requires it? Or will they be able to work remotely, and under what conditions? Will they have to plan trips to other sites? Will their professional expenses be covered? As you can see, there are many finer, concrete points on which you must make sure you agree with your candidate.

Then, in terms of availability, you must ensure that the candidate’s situation is compatible with the calendar aspects of your mission. Ask the candidate for their exact date of availability, and if they have any foreseeable impediments (vacation, for example). Thus, meeting deadlines is a crucial element in any professional relationship. In the case of a long-term assignment, you must ensure that the freelancer will be able to engage for the duration of the project.

5# What kind of projects really fascinate you?

The last of the 5 questions to ask to an IT freelancer during an interview is about what is the difference between a good and an excellent candidate? Passion. A tech freelancer or IT consultant who is genuinely interested in the project they are working on will undoubtedly be more involved and more efficient than a candidate with a “mercenary” profile.

Finally, the question of motivation is a key question which is all too often forgotten by recruiters and hiring companies. And yet it often makes all the difference.

Are you looking for an IT consultant or tech freelancer and you don’t know how to go about it? Club Freelance is here to help you find the best candidate and support you throughout the recruitment process.

Click here to submit your request.

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Need Extra IT Support? Avoid Mistakes When Hiring Tech Freelancers

IT Contractors: How to Manage Your Activity in This Unprecedented Period
The dual health and economic crisis we are going through creates a particularly high level of uncertainty and instability. How to manage your activity?

How to avoid mistakes when hiring IT freelancers? With most of the workforce operating remotely, it is highly likely that your company needs to expand its IT team. Whether it’s due to a lack of preparedness in terms of digital transformation or increased cybersecurity concerns. A good way to go about it is to seek the help of independent experts. Working with freelancers grants you quick access to the specific skills that you need while reducing the risk of hiring new employees in uncertain times.    

But beyond budget restrictions, to recruit is to take a risk. The risk of selecting a candidate who does not have the right skills or who will not be able to adapt to your team or your company. This risk is all the more obvious in the case of the recruitment of tech freelancer; since they are expected to be operational and produce results right away. So how do you limit this risk as much as possible? And find the right profile, within the limits of your budget and in an often-tight schedule? 

First things to avoid mistakes when hiring: define your ideal candidate 

Be careful, as hiring mistakes can be made from the start of the recruitment process. To find the right person, you must first define the profile you are seeking. The first common mistake is to ignore this first key step. Start by listing your needs, write a clear job description and validate your budget. 

Next comes the step of selecting candidates. Are you looking for an SAP expert or a Business Intelligence consultant for a mission of several months? You will need to assess the level of expertise of your candidates. Beyond the CV and the list of skills, you should ask freelancers for examples of their previous work. You can also ask for their portfolio or their GitHub profile, which can provide a lot of information. 

Finally, the interview stage is essential for evaluating the skills of a freelancer. And the candidate is not the only one who has to prepare. Think beforehand about the points you want to assess and do not hesitate to alternate concrete questions and open questions to test the ability of freelance to solve complex problems. If you do not have the level of technical knowledge necessary to assess a profile; it may be wise to be accompanied by someone who does and to set up specific filters such as technical tests. 

Have you found the freelancer with the most suitable skills? Very well. Do not stop there. If you do, you might be on the verge of committing the most common hiring mistake. Limiting yourself to the technical aspects and neglecting social skills. 

Know-how or the distinguishing element  

In any recruitment, the human factor is essential. You may find the candidate with the highest level of expertise and with the most suitable experiences. But these will never be sufficient factors to ensure a successful recruitment. The so-called soft skills have become a must-have for IT professionals. This is particularly true in the case of freelancers. An independent consultant will have limited time to integrate into your team and will have to adapt very quickly to get to the heart of the project. 

But how do you assess the soft skills of a tech freelancer? It is not easy to measure elements as subjective and intangible as the human and relational qualities of a candidate. The interview is again decisive: you have to know how to ask the right questions and be emotionally intelligent to properly identify a profile. Here again, being accompanied by a specialized actor. An actor who knows the tech & IT talent market well, can prove to be saving to avoid hiring mistakes. 

Avoid mistakes when hiring: The secret weapon to assess a freelance profile 

Last tip: seek professional references to limit the subjective aspect of assessing a candidate’s skills. Who better than a former client or employer to tell you about their reliability and expertise? Keep in mind that a “good” freelancer will never be reluctant to give you the contact details of these contacts, as they will be confident in having fulfilled the objectives set during previous projects. This check often takes time if you decide to do it yourself, but it will allow you to dispel your last doubts and confirm that the freelancer you have chosen is really the expert you are looking for. 

HR Managers: How to Assess the Technical Skills of IT Candidates

Hiring or onboarding error? 

Have you followed all of these steps and recruited the perfect profile, and yet are disappointed with the freelancer’s performance? First, give them some time. Of course, a freelancer must be operational very quickly, but they must nevertheless be allowed enough time to assimilate the context and all the data necessary for the success of their mission. Be realistic and don’t expect your freelancer to work miracles from day one. 

But above all, ask yourself the following question: have I taken the necessary steps to integrate this freelancer into the business and team? Sharing information, providing the necessary equipment, and introducing them to key team members are all important parts of the onboarding process. The performance of your freelancer also depends on you. You have made the choice to take an external expert to accelerate the work on a project: go all-in with your investment and make sure that they have all the weapons required to succeed.  

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Hiring an IT consultant IT Decision-makers

The rise of tech freelancers

The rise of tech freelancers
Independent IT workers make up a significant part of the workforce with the rise of tech freelancers. And their numbers are growing exponentially.

Not that long ago, freelancing was a somewhat mysterious concept reserved for a few lucky ones and the creative types. Nowadays, independent workers make up a significant part of the workforce with the rise of tech freelancers. And their numbers are growing exponentially. This is especially true in IT, where skill shortages and the constant need for IT professionals across all industries provide the perfect conditions for a freelance lifestyle.   

We take a look at the factors propelling (and hindering) this transformation.  

A new office environment

This rise in freelancing is in large part due to the generational shift in the workplace.

By the end of 2020, millennials will have caught up with Generation X, with each making up 35% of the world’s labour. At the same time, those born after 1997 (Gen Z) will have established a solid foothold in the workplace with 25% of the total.

A recent survey of more than 7,000 freelancers in over 150 countries revealed that a staggering 70% of independent workers are under the age of 35. Those younger than 25 represent 21% of the total.   

This new workforce configuration is introducing important changes, from corporate culture to salary expectations or how teams operate. Considering that, by 2025, millennials will represent three-quarters of all employees and many of them will be in managerial positions, these new standards will have a big impact on recruitment moving forward. Concepts like flexible schedules, hypermobility and freelancing are becoming more ubiquitous and sought after.

Want to become an IT freelancer/contractor?

>>> Careers in Tech and IT: Towards a Freelancisation of Permanent Positions?

>>> IT Job Hunting Done Well: A Step-by-Step Guide

A freelance-friendly scene

Albeit often accompanied by controversy, the emergence of the so-called gig economy has too contributed to the normalisation of the freelance life. While some tout the benefits of this labour model, such as greater flexibility or financial freedom, others consider it a source of precarious employment. Whereas that could be argued when it comes to very specific sectors, the reality is that tech freelancers generally enjoy an advantageous position in comparison to their in-house counterparts.

Yes. Independent workers must deal with limited social protections, fluctuating activity and internal red tape. However, the average daily rate of tech freelancers fluctuates between €350 and €800 – well above the average rate of salaried employees in most countries. They also express a 4-out-of-5 satisfaction with their lifestyle.

Programming and IT make up 29% of the global freelance workforce, sharing the top three with web and graphic design. The fit between IT and a freelance lifestyle is clear. A highly coveted skillset that is relevant to almost all industries gives IT professionals the flexibility and bargaining power required to go independent. IT contractors are also among the best-paid freelancers.

A new regulatory landscape with the rise of tech freelancers

But freelancing faces some roadblocks too. All around the world, new regulations on temporary employment are being put in place in an effort to avoid precariousness and reduce the disparity between permanent and short-term positions. Nonetheless, some of these well-meaning measures can end up doing more damage than good.

A good example of this problem is the UK’s IR35. Set to kick in on April of this year, this piece of legislation plans to increase employment tax costs for those companies who consider a contractor as an employee in all but name. Although the law is intended to discourage companies from abusing temporary contracts for tax-saving purposes, what it could mean in practice is that companies would steer clear of contractors altogether.

Both the freelance community and businesses are pressing for the legislation to be re-examined.  

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