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It's easier than ever to take on freelance work thanks to apps and sites dedicated to connecting temp workers with hiring companies. On the employer side, hiring freelancers can help fill gaps in skills and expertise without hiring a full-time employee. However, while finding qualified freelance talent is one step, retaining your best workers and establishing a reliable base of gig-workers takes time and effort.

In the case of Darren Kall, managing director of Specific Clairity, a UX design consulting company, his business relies entirely on freelance UX designers, engineers and experts. The company builds and runs customized teams of UX workers for clients and using freelancers lets them cherry-pick specific skills to suit each project.

"If we had a staff of full-time employees, we would be limited by their skills, disciplines and experience. We would have to only take client work that they were expertly capable of doing, because we refuse to put people on a project that they are not qualified to deliver. Instead, with a pool of expert freelancers, we're able to put together just the right team of the specifically skilled people to get an exact project done for our clients," he says.

Freelancers not only help businesses fill these types of skill gaps, but they can also help alleviate workloads for smaller or understaffed teams. But retaining a stable of reliable freelancers takes work, time and energy -- you have to create an environment that keeps the best talent coming back.

[ Related story: How to manage workers in the gig economy ]

Get to know your freelancers

One of the first things you want to do when hiring freelancers is to determine what skills and experience you need on a regular basis that can't be found in-house. And the best way to do that, according to Kall, is to get to know your freelancers.

"To be efficient we must really know our talent pool's skills, disciplines and areas of expertise, relevant experience, and what type of work they are interested in doing. We think we're pretty good at it, but even after working with people for years they [still] surprise us. So, we don't count on our memory," he says.

Instead, they keep track of every freelancer and their relevant skills on a spreadsheet, making it easy to quickly search for a specific match. As they get to know freelancers better, they update the spreadsheet with new information, creating a rich database to pull from.

"Once we meet a potential person to add to our talent pool we have a multi-step evaluation process. This takes repeated contact to get to know their work and assess their fit, but finding the right people is worth taking it slow," he says.

[ Related story: 6 tips to help tech freelancers build a client base ]

Offer stability

This might seem obvious, but despite their non-traditional work style, freelancers want a regular paycheck just like any full-time worker. Since freelancers lack a centralized HR to handle their payments, they often have to juggle multiple payment systems and processes for each client they work with. The easier you can make the process, the better.

Focus first and foremost on keeping work and pay consistent, says Brandy Benefield, a senior content developer at Postali, a PR marketing firm for attorneys that relies heavily on freelance workers. "We provide steady work so that our freelancers aren't worried about where their next check is coming from. Some of our freelance writers are able to take enough assignments from us to be more or less a full-time equivalent job. That stability can result in better quality and productivity," she says.

Consider it an investment in your freelancers, she says -- offer competitive pay and interesting, consistent work, and you'll get better results.

Set expectations

One way to keep your freelancers around is to set clear expectations about what you want. This not only helps reduce the amount of back and forth between you and the freelancer, but it makes their job easier too. It's likely they work for multiple clients who all want different things, so knowing what you want, and being able to communicate that clearly can go a long way, says Benefield.

But avoid creating too much structure around your expectations of freelancers -- most of them are freelancing in order to avoid that traditional corporate structure in the first place. "For us it is providing freelancers interesting things to work on, unblocking obstacles to them doing great work, ensuring that reasonable time is scheduled for the project work, and making sure they know what they are doing will make a difference. All practical things we'd all like from our jobs," says Kall.

Provide feedback

You might be hesitant to provide feedback to a freelancer, since they aren't a traditional employee, but Benefield recommends opening the lines of communication. She always provides constructive feedback to freelancers -- it not only it helps establish expectations but it helps freelancers hone their skills for future projects and other clients.

"We treat our freelancers with respect and professionalism. If we have an issue with work, we communicate that clearly along with our expectations. Our freelancers appreciate the guidance and want to improve," she says.

She also recommends remaining available to the freelancers just as you would an in-house employee, whether it's over a messenger platform, email or by phone. Whether they have questions or concerns, Benefield says you should remain responsive and treat it as you would any request from a full-time worker.

Stay flexible

Although freelancers appreciate steady, regular work, their schedules can be unpredictable -- and unlike your full-time employees, the chance is higher that they will have to turn down a project. Therefore, Kall says that anytime you have a project, especially if it's last minute, you need to consider a freelancer's changing workload.

"Freelancers are always busy filling their pipeline with project work, so their availability is constantly shifting. Freelancers often switch back to full time employment and stop freelance work altogether. Those shifting resources make it difficult to know the moment to moment availability of our talent pool. Adding someone with the right talent and interest to the pool isn't enough, we've got to maintain awareness of their shifting availability," says Kall.

They often request three-month availability updates from freelancers and also allow freelancers to update their own availability as needed. It's not perfect, but he says it gives a better picture of who is likely to take on a project at that moment. And as backup, Kall ensures that they have more than one freelancer on tap with similar skills, so that if someone is unavailable, someone else with the right skills can jump in.

Don't get comfortable

Once you've established a solid base of freelancers, try not to get too comfortable. "Since people's circumstances change, we must continually evaluate people to add them to our talent pool," says Kall. It's not uncommon for freelancers' work status to change, or there's a chance they signed on for a short-term contract with another client, preventing them from working with you.

Whatever the case, unlike filling an open position for a full-time employee, you shouldn't stop your search for more freelance talent -- you want to overstaff your freelance base. And you might have to get creative in your search -- for example, Kall's company continually attracts new talent by hosting meet ups for local UX designers to get together. It's a great way to provide networking opportunities for freelancers, while also getting a chance to meet future talent.

"In the corporate world, we would hire employees after a tiered but quick process of resume and portfolio review, phone interview, then an all-day interview with a lot of team members. But when building freelancers into the pool it is doing some of those same things, and but also getting to know the freelancer better over time, testing them on small jobs, and then knowing much deeper the value they can deliver before adding them to the pool," he says.

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Over the last decade, the structure of traditional businesses has been challenged by an increasingly digitized professional landscape. An accelerating mobile workforce has resulted in attracting and retaining top talent to becoming a perpetual procedure for the majority of businesses. Even the most established companies are being pushed to adapt to changing worker’s needs, catering to a more dynamic and flexible workforce as we settle into the digital age.

While the digital economy has certainly challenged the conventional workforce, it has also seen the culmination of a boom in tech talent, markedly in the fields of user experience and design. Over the last 5 years, UX design has blossomed, and there are now over 900,000 user experience professionals currently registered on Linkedin. Companies today recognize the value of having a good UX guru on their team, as accomplished design can increase conversion rates and drive consumer interest, among other important metrics.

Here are how some of the world’s most successful companies access the most talented UX designers on the market today.

They don’t limit themselves

In the past, finding new talent was largely dependent on internal networks and word-of-mouth recommendations. While these are still perfectly legitimate ways to source new talent, some of the world’s most prominent businesses are recognizing the benefit of diversifying their network. Thanks to the development of advanced communication tools and connected technologies, even corporate giants like Paypal are working with contractors in order to increase access to the best talent available.

They look for thought leaders

Today, there is a wealth of freelance job platforms that provide diversified networks of freelance UX designers that specialize in everything from product design to social enterprise. Companies like Toptal, which was established just seven years ago and is one of the top freelance platforms in the world, are thought leaders in providing businesses with a diverse network of freelance talent. Employers are granted the opportunity to review each approved designer’s CV, as well as past project experience in order to streamline the hiring process. Toptal also employs a team of experts to carefully vet each freelancer that is part of their network, in addition to providing talent-matching services. Other platforms, like veteran talent platform Freelancer, which offers a comprehensive talent network that also promotes freelancers by allowing them to showcase their skills through contests. Those on the lookout for a new team member can keep on eye on any UX competitions that match their ideal candidate portfolio to find the freelancer with the both relevant experience and quality technical skills.

In addition to freelance marketplaces, businesses also extend their search to designer communities based all around the world. While the majority of design communities function as peer to peer networks that aim to help designers hone their skills and improve their portfolios, there are plenty that provide job boards and career networks with the purpose of connecting users to potential employers.

They invest in their employees

Companies that attract the best and brightest know it takes a lot more than offering a big paycheck. This means investing not just financially, but also in employee well-being. Companies that invest in their employees are more likely to attract top talent, based on a variety of factors from offering a balanced working environment to fair compensation. By breaking down each element of the potential responsibilities carried out by a user experience designer, you will be able to comprise a budget that meets current industry standards. In addition, more detailed analysis of tasks will help you identify what profile to look for.

Task-Result-Hourly Rate

User ResearchGathering information regarding what users expect and need, boosting the overall chances of a successful product 50 USD

PersonasPersonas help the UX designer realize the mock-up based on the profiles of potential users. These profiles are created based on the information gathered during the research phase 50 USD

DesignThe process of transforming wireframes into mockups, moving into the final stages of product development 100-200 USD

Product usabilityGathering real-time data and information testing the product with actual users which promote awareness and improves the product based on user feedback 30-50 USD

Follow up/ MaintenanceIt’s always wise to budget in routine maintenanceTBD

These numbers are based on the average hourly rate charged by freelance UX designers across several platforms

Depending on the complexity of your project, you can make a salary estimate based on the price of individual tasks that will define your designer’s position, such as cost of market research, wireframing, product testing and maintenance.

They know what they’re looking for

While it is the job of a UX designer to know user experience inside and out, and it’s the primary reason you are hiring them, that doesn’t mean you shouldn’t have a solid grasp on what you are looking for during the vetting process. Before you start lining up potential candidates, take a moment to do your research and familiarize yourself with the position and the capabilities that a highly qualified designer should possess. Toptal provides various resources that are crafted specifically to help employers streamline the hiring process. Based on these resources, some of the key things to remember during the hiring process should include:

Craft a list of essential interview questions that cover the candidates design process, their knowledge of current industry trends and their approach to problem solving

Educate yourself on the common mistakes made by UX designers so you can be aware of what to keep an eye out while reviewing portfolios and during a skills test

Review a UX designer hiring guide that highlights what you should and can expect a UX professional to accomplish on a technical level, in addition to helping you assess which skills you will need most.

Utilizing these resources crafted by industry experts will help you understand the breadth of a UX designer’s skill sets and allow you to identify your specific needs, making the interview process much more accurate and efficient.

While the majority of user experience designers have a variety of skills under their belts, don’t expect them to be a unicorn. Some of the above-mentioned tasks are often split between user experience designers and user interface designers. While UX and UI designers often collaborate, it’s important to differentiate between the two positions.  To ensure that you are appealing to the best UX professionals out there, it’s imperative that you provide a balanced working environment that respects their capabilities and promotes growth within your company.

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Today’s gig workers don’t just include your local Uber drivers or handymen on TaskRabbit. In fact, there’s a growing subset of knowledge workers who are looking to the gig economy as a viable alternative to full-time employment.

Upwork’s 2017 Freelancing in America study predicts freelancers will become the majority of the US workforce in a decade, with younger generations primarily driving that acceleration in freelancing.

That’s happening right now — the survey estimates nearly 50 percent of millennial workers in the US are currently freelancing.  

The promise of freedom, flexibility and the chance to be their own boss is leading the next generation of workers to reimagine what they want from a career.

But the reality is that separated from organizations where personal and professional growth can happen organically, independent knowledge workers will find themselves under increasing pressure to upskill and build new competencies across their specific areas of expertise as well as across business-centric subjects.

Without organizational support and a predictable income, they are solely responsible for their own development and that means understanding the core tenets of things like marketing and finance as well as their core area of expertise if they want to be successful.

Expanding into a new world

“We will be free agents in the future, with our own personal brands, selling our skills to those who need them.” That’s where 47 percent of respondents in PwC’s 2017 Workforce of the Future Survey, believe we are headed.  

But from the moment they decide to take the plunge, gig workers need a value proposition to market their strengths and services. As work finds them, they have to understand client requirements, but also know how to pitch their own ideas.

They have to grow a network, build relationships, ensure repeat business, create a pipeline of opportunities as well as get a handle on things like finance and accounting. Despite the growing appetite among organizations to tap into the gig economy, success still depends on an individual’s ability to navigate these complexities and wear many professional hats.

Take, for example, a freelance UX designer who has years of design experience and has built up loyal clients along the way. A change in personal circumstances such as a new family might be a catalyst for re-structuring work from full-time to becoming an independent contractor.

So the need need to broaden skills and knowledge beyond the core technical domain of design now becomes critical to start up a new business.

Building future-focused capabilities

In Deloitte’s 2018 Global Human Capital Trends Survey, companies listed complex problem-solving, cognitive abilities, and social skills as the most needed capabilities for the future, with “businesses clamoring for workers with this blend of skills, not pure technical competency.”

Context matters more than ever in the evolving labor market, along with a worker’s ability to connect the dots. To succeed, gig workers need to develop future-focused capabilities like strategic thinking, analyzing, influencing, and integration, combining these with soft skills like creativity and lateral thinking.

Independent workers have to find the sweet spot in the ‘T intersection’, a framework developed by Heather McGowan, a consultant at Work to Learn. The basis of the framework is that in order to keep up with a changing world, professionals must evolve from “disciplinary” or “vertical” workers, to “multi-disciplinary” or “T-shaped” workers.

The horizontal intersection, which determines their success, is how they are able to influence clients, manage stakeholders, think laterally and create value. In the examples shared above, a UX designer would need to learn client relationship skills, master new ways of communicating including how to develop and deliver a pitch, and how to build and leverage their networks.

Developing a 21st century skill set

With technology accelerating change at the workplace, a college education is no longer enough to stay competitive. Learning has become a way of life, not a stage in life. The problem is compounded for independent workers. They have to constantly reinvent themselves and stay agile, but a 24/7 workday leaves no room for rigid or traditional classroom programs.

Besides upskilling to stay relevant, they have to acquire a brand new set of skills to stand out in the dynamic labor market, where their competition spans the world. To stay ahead of the curve, every one of them needs 21st century skills – continuous learning, resilience, adaptability, and the capability to shift course and grow into other areas as professionals.

Upwork’s survey found 65 percent of full time freelancers update their skills as jobs evolve, versus only 45 percent of full-time employees. The most successful gig workers constantly prepare for the future and have successfully made the transition to lifelong learners.

They embrace formats like online learning which gives them the balance and flexibility to learn with unpredictable schedules. Learning online also gives them access to the in-demand content and future-ready competencies that are critical for their success in the gig economy.

No one is as connected to the future of work as the independent worker. In The World is Flat, Thomas Friedman best framed the challenge every worker will face in this labor market of the future, “Today’s workers need to approach the workplace much like athletes preparing for the Olympics, with one difference. They have to prepare like someone who is training for the Olympics but doesn’t know what sport they are going to enter.”

[marianogoren]

Instagram is a good place to find inspiration and insight on web design. The visual platform is full of user-experience and user-interface designers sharing their work, design process, resources, questions and answers, and endless inspirational images.

Here is a list of UX and UI feeds to follow on Instagram. The feeds are from freelance designers, in-house designers, agencies and, resource sites.

Yael Levey — @iamnotmypixels

@iamnotmypixels

Yael Levey is a UX and design lead, based in London, and the creator of the I Am Not My Pixels blog to spread UX thinking everywhere. @iamnotmypixels contains wireframes, design processes, inspirational quotes, and ideas. 19,900 followers.

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@ux_ui_wireframes

@ux_ui_wireframes

@ux_ui_wireframes is a source of inspiration for UX, UI paper prototypes. 41,000 followers.

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@uitrends

@uitrends

@uitrends is a popular feed for daily UI and UX digital inspiration. Along with inspirational images and examples, it also poses design questions and features follower answers. 111,000 followers.

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@uxdesignmastery

@uxdesignmastery

@uxdesignmastery is a popular feed from the creator of the UX Design Mastery blog. It features UX ideas and tips, work inspiration from designers and agencies, design questions, and random questions. 117,000 followers.

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@gifux

@gifux

@gifux provides daily inspiration from the best examples of UI and UX animations. 64,500 followers.

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@cadabrachallenge

@cadabrachallenge

@cadabrachallenge is by Cadabra Studio. It holds challenges twice a week where designers do tasks within an hour. 1,800 followers.

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@dailywebdesign

@dailywebdesign

@dailywebdesign features daily inspirational images on UI and UX, as well as broad web design. 154,000 followers.

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@humble_ux

@humble_ux

@humble_ux features a curated collection of hand-drawn wireframe and setups. You can also find prototyping and wireframing templates at HumbleUX.com. 34,400 followers.

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Nicholas Tenhue — @nicholastenhue

@nicholastenhue

@nicholastenhue is a UX design and strategy feed from Nicholas Tenhue, host of The UX Blog Podcast. The feed contains images of the design process and informative diagrams on design ideas. 10,500 followers.

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Jessica Robbins — @uxmemo

@uxmemo

@uxmemo from Jessica Robbins features inspirational notes and small moments of big brand experience thinking. 4,300 followers.

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Jürgen Leckie — @uxjurgen

@uxjurgen

@uxjurgen is from Jürgen Leckie, a freelance UX designer from Amsterdam. The feed showcases the sketching and conception phase of the process. 5,200 followers.

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Nick Buturishvili — @nick_buturishvili

@nick_buturishvili

@nick_buturishvili is from Nick Buturishvili, a freelance product designer working to solve design problems. The feed features a variety of clean interfaces and UI elements. 4,600 followers.

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Giga Tamarashvili — @gtamarashvili

@gtamarashvili

@gtamarashvili is from Giga Tamarashvili, a freelance UX designer and art director. Along with website and interface design examples, the feed also features color palettes from colours.cafe. 14,000 followers.

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Cómo Armar Un Negocio De Nicho Paso A Paso – Webcast Primero,  el modelo de negocios tradicional cambió con la web. Amazon superó a cualquier retailer tradicional. Luego, los modelos de negocios digitales tradicionales cambiaron con la fiebre startup de Silicon Valley. Google se comió el mundo antes que sus entonces rivales Microsoft e IBM.  Y hoy existe otro modelo más, que permite a cada persona en el mundo empoderarse, dedicar el 100% de su tiempo a hacer lo que le gusta. Y a poder ayudar al mundo a ser un mejor lugar para vivir en ese transcurrir. En este webinar veremos el marco general de este proceso creativo, tomando como ejemplo un proyecto real. Anotate en marianogoren.com/webinar #webinar #marketing #online #negocios #digitales #nomad #digitalnomad #digitalnomads #knowmad

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De lo único que tenemos control en nuestra vida, es de cómo vemos los sucesos. Cómo decidimos vivir nuestras experiencias. Nuestra perspectiva es desde dónde nos paramos en el mundo: una posición de carencia o una de abundancia. El mero y simple hecho de interpretar nos toca en nuestro punto más íntimo: el de nuestros prejuicios. Y los prejuicios de los que nos educaron, y nos inculcaron los de ellos. De hecho, los medios de todo el mundo se especializan en proyectar prejuicios; una escala de valores impuesta desde una lógica corporativa vinculada al consumo. Al decidir por una visión, comenzamos a vibrar en esa sintonía. Y de esa manera los hechos futuros afectan al pasado. Esto es el ‘management de la mente’; la auditoría permanente para detectar cuándo estamos juzgando algo como “malo”. Y decidir si seguimos con esa corriente, ó cambiamos creativamente nuestra interpretación. El desafío es acallar al ego. Ese constructo que nos compara, que nos obliga a comparecer ante sistemas de creencias. Que nos obliga a prejuicios, con forma de reglas valorativas. Liberar el espíritu es desaprender toda creencia. #quote #quotes #digitalnomads #instalike #digitalnomad #instatraveling #nomad #instagood #love #happy #beautiful #like #fun