In the modern technical world, freelancers act as nomadic one-off hires that come aboard to complete a job and then are released back into the void. The rise of the gig economy and similar services has delivered new opportunities for those who need work and those who want to provide it, with entire platforms built around this idea of temporary employment. This is certainly viable and has given individuals more reach than ever before across networking systems.
However, these services tend to have some limitations – each job is isolated and usually cannot guarantee follow-up work with the same company. Workers may not be building themselves up meaningfully – lasting relationships with businesses aren’t guaranteed, interactions with colleagues might be brief, and long term freelancing might be viewed negatively. It can function alongside a career path, but is not necessarily a replacement for it (or at least is more difficult).
Maybe this could be blamed on the status quo and attitudes regarding employment, where extended tenure at the same company connotes loyalty and merit. There’s been some push against this in recent years given the way widespread platforms have enabled job seekers, but the hesitancy remains. Corporations want to hire quality candidates, but favor in-house employees that have proven themselves.
This is where Contra comes in, aiming to improve how freelancers function in the greater context of their industries. Based on their pitch, it does this by first placing a larger emphasis on networking, and then uses this as a way to reframe how we think about freelancing’s efficacy. Contra suggests that professional relationships hold more significance than traditional metrics. After all, referrals are king.
Put another way – people are your best bet to securing continued and new jobs, so let’s turn away from things like how long you’ve been somewhere and instead favor referrals, offering a path to focus on what you’ve done. As co-founder Gajus Kuizinas says, “…We are giving people the tools to describe their proudest career moments, publicly thank the people with whom they’ve worked with, and begin accepting inquiries for future opportunities.”
The hiring process might need a modern refresh
Maybe Contra isn’t saying it in so many words, and perhaps this is a harsh way to think about it, but maybe our current models for evaluating employment are misguided. There’s an emphasis placed on working at the same place for an extended period of time and at prominent companies. Those aren’t bad indicators by any means – there is something to be said for working at well known and established corporations.
But this can be hazy and gloss over what exactly someone did, which can hurt or diminish their contributions. If we focus on the positive, proactive question here of hiring qualified individuals, then what is the best thing to look at? The work.
Nothing is as accurate as looking directly at the results someone has produced – that is what matters. Quality outweighs where you were or how long you were there. Turn the attention away from “this is a series of one-off projects all over the place” and instead zero in on how all of those things best represent someone’s skill set.
This brings up a second problem – how can you best show this when trying to get new gigs? Sometimes a portfolio can’t speak primarily for itself, or legal contracts prevent divulging assets, or someone may not be the best at selling themselves. Even with a killer inventory of projects, there are still hurdles to overcome.
A one-two punch: Looking directly at what matters
Contra has a solution for this – flex those high profile relationships you’ve made. If you’ve got people eagerly talking about what you’ve done, they absolutely will show off your work. And they’ll do it with a level of excitement that will make a solid and lasting impression. After all, they’ve already received the fruits of your labor, and they’ll happily talk it up.
It’s a brilliant approach that puts a bigger emphasis on reinforcing your experience through the use of those around you. Contra’s solution is elegant – let’s allow our users, contributors, makers, and freelancers have access to a platform where they can build out a network of people who can vouch for them, and then actively utilize that social aspect. Keep your resume and portfolio, sure, but use it in tandem with those who will elevate you.
It’s a move toward something more alive.
Contra’s Community Lead explains, “Before joining the Community team at Contra, I was a freelancer who desperately wanted to make new connections with clients and other freelancers. Though — don’t get me wrong, I didn’t just want to network for the sake of networking. I wanted to make relationships with people who I could learn from and be inspired by. When using other freelancing sites, I realized I needed more from these platforms, not a quick one-off project with strangers (I don’t dig transactional interactions).”
It’s like a supercharged LinkedIn – instead of just listing out a bunch of static bullet points and hoping that coworkers drop by for a kind word, Contra’s hope is to take that latter part and make it the central focus. It’s a one-two punch of having a network of willing hype people alongside a portfolio and/or resume. This can include other freelancers, established employees at respected companies, or even well known veterans striking out with new startups.
The benefits don’t stop there – now a freelancer has greater access to mentors and inroads to bigger companies. Contra is providing solutions to things that plague the independent consultant route by creating support during all parts of the networking process – education, securing relationships, building upon past successes, improving a portfolio, and creating a network of reliable, helpful colleagues. It is empowering a freelancer to realize their true potential.
Voice over text
By providing a social backing component to the networking, job hunting, and freelancing process, Contra effectively resolves many of the shortcomings such a career path might adversely afford. It helps build out a way to repeat contracts, levels the playing field by projecting experience and results, and provides ways toward self improvement. It gives voice to someone by building up a support team – there’s safety and strength in numbers.
In a way, this feels like a modern and refreshing take on the freelancing process – something a bit more real and personal in the business world. We are social beings – let’s let others speak for us at times, even when it comes to our professional lives.
In a new world where there are dozens of communities, why shouldn’t there be one more devoted to the job search and hiring process? Contra’s platform may deliver just that to networking as a freelancer. It will be exciting to watch.
Had to take career gaps? LinkedIn’s latest feature helps you explain
(BUSINESS ENTREPRENEUR) LinkedIn has added a new profile feature, which will let you address any career gaps, opening doors for parents and those affected by COVID furloughs.
For some employers, career gaps can be a sign of a red flag. Years or even months of unemployment can be questionable because new technologies and methodologies are constantly advancing and changing. Someone out of the workforce might be viewed as out of practice and not up-to-date with the skills needed today.
However, employment gaps aren’t necessarily “bad”. They offer people time to explore new opportunities or interests. Someone might use that time to go back to school and pursue their passions. Someone else might use it to finally start a family, or they might just have had the misfortune of being let go. According to a report by the U.S. Bureau of Labor Statistics, 2.5 million women left the workforce during the COVID-19 pandemic.
Nonetheless, unless you’re in the middle of an interview or asked straight out, there isn’t an easy way to justify the reason for your time spent away. Well, at least there wasn’t, until now.
According to LinkedIn, “79% of hiring managers today would hire a candidate with a career gap on their resume.” But, that doesn’t mean these employers don’t want to know why. So, to help answer the question before it’s even asked, LinkedIn has added a new feature that allows users address their career gap on their LinkedIn profile.
The social media platform for professionals now offers new job titles that can better reflect your title status. For parents who’ve left the workforce to focus on childcare responsibilities, “stay-at-home mom,” “stay-at-home dad”, and “stay-at-home parent” titles are all available job title options now.
“We’ve heard from our members, particularly women and mothers who have temporarily stopped working, that they need more ways to reflect career gaps on their Profile due to parenting and other life responsibilities,” the company said. “To make it easier for moms, and all parents, we’re making some important changes to the Profile.”
In addition to the new job titles, LinkedIn will also soon stop requiring people who use one of the titles above to specify a company or employer name. When a user sets the “Employment type” field to “Self-employed”, that field will become optional.
To further address a person’s type of employment gap, the company is planning on adding an employment gap section later on. In this new field, someone can specify the reason for their gap, such as “parental leave,” “family care”, or “sabbatical.”
For the most part, LinkedIn’s gap feature seems beneficial in that it will help fill in the holes you might not want left blank. For sure, self-employed people and freelancers will benefit from this new feature because they don’t need to be attached to a company to add in their work experience.
On the other hand, what is considered too much information? Your information is public so everyone will see what you decide to share about your career gaps. And, how will this information be beneficial in helping you grow your professional network and further develop your career?
Only you can decide what’s best for you. In the meantime, LinkedIn is providing you with options that weren’t available before. And, they say they will roll out more in the future.
“Every person’s career journey is different and we’re working hard to make sure LinkedIn provides an inclusive experience for everyone,” the company blog post read.
15 tips to spot a toxic work environment when interviewing
(BUSINESS ENTREPRENEUR) Interviewing can be tricky, but this new infographic will help you look for signs of toxicity before, during, and after the interview.
When we’re in the process of job hunting, we’re typically looking because we need a change, for multiple reasons. Any interview sparks hope. Because we’re sometimes so willing to make that change, we often put our blinders on in the hopes that whatever comes is the perfect opportunity for us.
With those blinders, however, it can be common to miss some red flags that tell you what you really need to know about the job you may be applying or interviewing for. Luckily, Resume.io is here to help.
They have developed 15 warning signs in their infographic: How to Spot a Toxic Work Environment Before You Take the Job. Let’s dive in and take a look at these.
First, the preparation before the interview. Red flags can shop up from the get-go. Here’s what to look out for before you even meet face-to-face (or over the phone/Zoom).
- Vague job description: If there is nothing substantial about the description of the job itself and only buzzwords like “team player,” be on alert.
- Negative Glassdoor reviews: These reviews on company culture are worth taking into account. If multiple people have a recurring issue, it’s something to be aware of.
- Arranging an interview is taking forever: If they keep you waiting, it’s typically a sign of disorganization. This may not always be the case, but pay attention to how they’re respecting you and your time.
- Your arrival comes as a surprise to them: Again, disorganization. This is also displaying a lack of communication in the company.
- The interview starts late: See the last sentence of #3. Not only are they disrespecting your time, but they’re displaying a lack of time management.
Now, for the high-pressure situation: During the interview. Here’s what you need to be keeping an eye on (while simultaneously listing your strengths and weaknesses, of course)
- Unpreparedness: If the interviewer is scattered and not prepared for your conversation, this may be a sign that they don’t fully understand the tasks and expectations for the job.
- Doesn’t get into your skill set: If they don’t ask about your skills, how can they know what you’re bringing to the table?
- Rudeness: If the interviewer is rude throughout the interview or is authoritative (either to you or to a panel who may be present,) be on alert. This is just a sign of what’s to come.
- Uncommunicative about company values: If it’s different from what’s on their website or they seem spacey about company values, this is a red flag.
- Your questions aren’t being answered: If they’re avoiding answering your questions, they may be hiding an aspect of the job – or the company – that they don’t want to reveal.
Finally, the waiting game. Once the interview is complete, here are some less-than-good things to be on the lookout for. Keep in mind that some of these may be hard to gauge seeing that we’re in the middle of a pandemic and many companies haven’t returned to their offices yet:
- Brief interview: If the interview was too short, they are either desperate or have already filled the position. Either way, bad.
- Quiet workplace: This may be a sign of a lack of teamwork or a tense environment.
- No tour: If you don’t get to see the office, again, they may be hiding something.
- Offer on the day of interview: Not giving you time to think may be a sign of desperation.
- Leaving you waiting: Again, if they leave you waiting on an answer like they did with scheduling, it’s a sign of disorganization and disrespect.
While one of these 15 things happening doesn’t necessarily mean the job is a bust, a few of these things happening may be an indicator to look elsewhere.
This startup makes managing remote internships easier for all
(BUSINESS ENTREPRENEUR) Internships during COVID are tough to manage for many employers, but Symba aims to present a unique solution.
Internships are among the innumerable practices disrupted by the COVID-19 pandemic. Some might argue that the loss of the corporate version of hazing that defines many internships is not something to be mourned. But the fact remains that internships are crucial for both employers and employees. Fortunately, a company called Symba might have a solution: Remote internships.
It’s a simple, intuitive solution for the times. That’s why big-name industries like Robinhood and Genentech are turning to Symba for help in constructing their own digital internship platforms.
Symba is, in and of itself, akin to any employee management system. Prospective employees sign into their Symba account via the landing page of the company for whom they are interning, after which point they are able to review their workload for the day. They can also see communications, feedback, other profiles, group projects, and more; they can even access onboarding resources and tutorials for the company in case they get lost along the way.
The key difference between Symba and other management tools—such as Slack—is that Symba was built from the ground up to facilitate actionable experience for interns at little to no detriment to the company in question. This means that interns have a consistent onboarding, collaborative, and working experience across the board—regardless of which company they’re representing at the time.
Symba even has a five-star ranking system that allows employers to create and quantify areas of proficiency at their discretion. For example, if an intern’s roles include following up with clients via email or scheduling meetings, an employer could quickly create categories for these tasks and rate the intern’s work on the aforementioned scale. Interns are also able to ask for feedback if they aren’t receiving it.
While Symba doesn’t facilitate communications between interns, it does include Slack integration for the purposes of collaboration and correspondence as needed.
On the managerial side, employers can do everything from the previously mentioned rating to delegating tasks and reviewing reports. All data is saved in Symba’s interface so that employers have equal access to information that might inspire a hiring.
While it’s possible that Symba will struggle to maintain relevance during non-internship months, the fact remains that it is an exceptionally viable solution to an otherwise finicky problem during these trying times—and some employers may even find it viable enough to continue using it post-pandemic.
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