Four mistakes to avoid when hiring a consultant 

1. Establish clear expectations 

One of the most common mistakes is not defining the role and expectations clearly. Companies tend to post generic job descriptions without outlining the specific skills and deliverables that the freelancer (and vice versa, the project) must have. We’ve noticed that this has usually to do with wanting to speed things up too much. More than once, it unfortunately results in someone from the administrative office making the job description, without having any real idea of the technical skills that are required. Mismatch guaranteed… 

How to avoid it: 

• Let someone who grasps the technical needs create a detailed job description 

• Outline the scope of the project, and list the desired outcomes and goals 

• Mention all of the necessary skills and preferred previous experience(s) 

• If possible: mention the deadlines and (interim) deliverables 

Do this, and the right candidates with the right expectations will follow. 

2. Take the time/team when screening 

Due to tight deadlines, companies often rush the hiring process, which leads to poor candidate selection. This can result in hiring someone who lacks the necessary skills or doesn’t fit in with your team or workflow. 

How to avoid it: 

• Take the time to screen candidates thoroughly 

• Review portfolios and past projects and check references 

• Good to know: For these first two steps, you can always rely on recruitment agencies such as addon, as well. 

• Conduct short technical tests or interviews 

• Better yet: involve more/the right people from your team in the job interviews 

That being said: don’t take too long either. Nothing as unappealing as interview processes that seem to be never-ending. Preferably organise one (!) meeting in which all relevant colleagues/stakeholders are present to meet the candidate. That should be enough to assess their profile and decide if they’re perfect for the job or not. 

3. Keep trouble out of paradise 

Sure, we’re talking temporary hires, not permanent ones but they still need to fit in well with your team and company culture. Ignoring people’s personalities and communication skills can lead to inefficiency, irritation or even outright conflicts. 

How to avoid it: 

• Assess the candidate’s ability to collaborate, communicate, and adapt to different work environments in the job interview 

• Check if their soft skills will allow them to integrate smoothly into your team 

• Once they’ve started, involve them as much as you can in daily operations and even small (yet relevant) strategic decisions; everybody likes to feel like they matter and are part of the family 

• Don’t forget to provide regular, constructive feedback and recognition for their work 

That’s it really. Easy peasy to try or fix, right? 

4. Stick to the contract 

Some companies fail to establish clear contracts or let the freelancers/consultants talk them into changing the agreements (such as daily rate, payment terms, deadlines, scope …) midway the project. That’s, simply put, never a good idea. 

How to avoid it: 

• Always have a written contract in place 

• Include your payment terms and rates 

• Once again: if it’s possible, indicate the project milestones and deadlines 

• If necessary, attach confidentiality agreements and/or termination clauses 

Seems drastic but better safe than sorry, trust us. In fact, if this kind of legal stuff scares you a little, you should know that if you go through addon, we take care of all administrative hassle. 

Conclusion

Hiring freelancers or consultants can bring you immense benefits but only when you’re doing it correctly. By avoiding the four common mistakes that we mentioned, and by implementing structured hiring practices, you should be able to maximise the value you get from your freshly hired talents. Clarity, proper screening and solid communication are the key. Aren’t they always?  

Interested in more support from us? Reach out; addon is here to help!