Myths of independent talent

Currently, companies are facing severe skill shortages and a war for skilled professionals that keeps intensifying globally.

But, in this complex scenario, companies have a great challenge to overcome: time; they cannot wait months to fill permanent roles. Thus, in our current fast-paced business environment, companies must be agile in bringing in new expertise as needed. In this state, is where independent talents become a great solution.

The demand for freelance talent is growing as firms seek to meet customers with customized offerings and faster delivery cycles. Consequently, the shortage of competent resources risks eroding the competitiveness of companies that fail to meet their needed resources.

Thus, organizations today are betting on hiring a significant amount of independent talents. These professionals are joining teams not only for junior positions but also for middle and top-level management.

Related: New Business Needs, Talent On Demand

The new workforce

The blended workforce is becoming the new standard in the business setting. Having a team built from a mix between full-time employees, remote workers, and independent talents is becoming the new normal.

Working with a blended team can be challenging, but these difficulties can be managed. Hiring independent talents represent more flexibility and a cost-saving alternative for businesses.

Despite the many benefits that come with this hiring alternative, there are still several myths about working with independent talents. Let’s get these myths straight.

Related: New Job Success Profile: Independent Executive

Common myths of working with independent talents

  • An independent professional will not understand our values or strategy

Some leaders believe that their values and core strategy may be compromised by involving external professionals in their decision-making.

But, hiring a high-level professional might be a great source of value for the core of any business, they are experienced professionals that can bring broad knowledge to any startup on a management level.

  • It’s too expensive

This misperception is frequent among traditional business managers. With today’s working and hiring flexibility, working with external advisors is becoming a very cost-effective solution.

Today many consultants are working at senior level positions at an equal or sometimes at a fair rate to those of permanent managers.

  • They will have difficulties working with the team

Another myth about these independent workers is that they will not fit in with the team. Some managers believe that independent professionals love to take solo flights, and they are used to revamping and adjusting their schedules on their own.

This misconception has nothing to do with the truth since independent professionals are working with clients, teams, and colleagues.

Related: Happy Workers And Productivity – How Can This Be Achieved?

  • Independent talents can´t take on high-level projects

Many business owners assume that independent professionals can only work on short-term assignments related to low-level projects. But we can see more and more external professionals working on high-level projects as consultants, advisors, or fractional executives.

It’s becoming a reality that many businesses have been working with independent talents as their thought process has changed to access more resources and address strategic business problems.

  • Independent contractors are only good for short-term jobs

The last two years of the pandemic have shown the significance of change and adaptability. It has helped businesses to think beyond and move out of the orthodox approach, and one of the main changes in mindset was to carry these independent workers for the longer run.

At last, these professionals can impact projects and businesses at different stages and expertise levels. Thus, having an independent talent on board is a great alternative to boost the team’s performance and scale your business.

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