Today, due to the advent of internet technology drastic changes have taken place in the arena of profession. Nowadays, not every employee of an organization comes in (face-to-face) contact with his/her employer because he/she works independently in his/her own workplace. The employee processes his job work through the system of software or even through e-mail system and thus, coming into face-to-face contact diminishes. These days, freelancing is become a very common trend and the person who is employed to many employers is known as a freelancer.
Hence, most employers recruit their employees through the means of online advertisement and through job portals online. A freelancer can take up many large projects at one time and he/she can make use of the ample opportunities that are provided to him/her. He/she does not feel uncertain about job loss because he/she is employed by many employers at the same time. The employees can enjoy a lot of freedom in their workplace and also need not experience problems such as open insults, constant supervision, domination of seniors in an organization, travelling, and problems with collogues however, they should be prepared to bear a few shortcomings that may come along the way as well.
A freelancer cannot expect certain long-term benefits that are provided to regular employees such as perks, allowances, perquisites, or any retirement benefits because his/her contract with the employer is uncertain. Since, he/she does not personally meet his/her employer, a freelancer may experience communication-gap problem at times with his/her employer especially, when he/she fails to constantly keep the employer posted about the job status. A freelancer need not maintain a written record of his/her appointment, salary, progress record, or any other document because his/her is not provided with any written letter that his/her is appointed for the organization. He/she is not able to prove that he/she is working for the organization because he/she is not provided with an identity card which the regular staff members of an organization are provided with. When he/she is a new employee, he/she is unsecured about payment because he/she does not bear any proof of his employment apart from the constant email chains exchanged between him/her (freelancer) and his/her employer/s.
Employers can enjoy some types of benefits by recruiting employees on freelance basis. They can search for the most ideal and qualified candidates because they can find a candidate from all spheres of the world. If an employer is searching for a candidate only from a particular region or area, then he/she may have to comprise in terms of quality. The employer can save maximum costs because, he/she need not pay for perquisites, perks, travelling allowances, or even internet charges because these expenses are borne by the freelancer himself. He need not waste his time conducting meetings, conferences or any special training class because the employee works independently from his workplace/home.
The employer does not personally meet the candidate and hence he/she is not ensured of this authenticity. He/she does not even personally check the signature of the candidate. If the candidate does not deliver the necessary result on time, then he/she cannot undertake stringent action to get the work done from the remote staff because he/she may not be available over phone also at times. The employer cannot impose any strict conditions with respect to the delivery of work on time. He/she cannot warmly and openly discuss with the freelancer about his/her work towards the organization, the company trends, and difficulties that he/she experiences with his/her quality of work, etc., as the employer does not conduct any meetings.
To overcome the barrier between the employer and the employees, the employer should undertake appropriate strategies. The employees should implement strategies accurately to work towards the welfare of the organization. The employers and employees should make use of the latest internet tools and effectively interact with each other. They should effectively communicate with each other first at the time of employment. They should preferably conduct video conferencing so that they can personally meet each other and also know each other and to plan and devise a strategy for future development. They should constantly make use of the interactive tools online to constantly discuss about the progress of the jobwork. The employer can pay some small expenditure met by the employees such as internet, etc. At the time of recruitment, a written contract should be sent to the employee by speed post and the employee must show his written signature on the contract and return the original copy. The bank statements of payments made/received should be carefully maintained by the employer and employee.