Prolancer Blog

There is a growing global demand for freelancers and remote workers. Employers are increasingly realising the benefits of using online platforms for talent-sourcing, rather than hiring in-house or using traditional recruitment consultancies for employment purposes.

By using freelancing platforms, hirers can access a large pool of potential candidates from around the world. They can search for and select the best talent from virtually anywhere. They communicate using an abundance of online messaging capabilities, and pay recruits in local currencies, thanks to global payments systems. They don’t have to worry about lengthy interview processes and costly assessment centres. They don’t compensate their recruits for daily mileage back and forth to the workplace!

Seeing the upward trend, an increasing number of freelancing platforms have joined the market, making life easier for employers by offering the following benefits:

Other remote-talent sourcing websites/platforms
Post jobs for freeAcce…

An increasing number of people, and more specifically, the younger generations, are turning to freelancing platforms for job hunting – especially when it comes to roles in the fields of Software, Data Science and Advanced Programming (AI/ML, etc.). 

The reasons are many:
A smarter and faster way to look for jobsAccess to global job opportunities with fewer work restrictionsMore flexible hours of work and pay ratesLocation independence – they can work from virtually anywhere (as long as there is a good Wi-Fi connection, they are good to go!)They can easily work on more than one job at the same time, without being chained to an office desk - and without even having to leave their favourite sofa or coffee shop…
As newer generations place more emphasis on work-life balance, the online platforms are offering freelancers an opportunity to find work that suits them and their desired flexible lifestyle.

What a typical freelancing platform offers you:
Searching and applying for jobs for freeLooking…

Our parents looked for jobs by browsing dozens of newspapers and going to Companies directly, to look for a job…and often, they would find a job in a short period of time.
With the advances in technology, we have changed the way we do things – including the way we search and apply for jobs. We are increasingly reliant on Company Websites and University Career Centres to look for job opportunities. We prepare our CV and send online applications for different jobs, in the hopes of receiving a reply from our favourite organisation.

In a nutshell, this is what our professional and private life looks like after University:

Traditional job-hunting processes and work issues
Send hundreds of applications to random employersDiscouraged by continuous rejectionsSettle for a low-paying job that doesn’t match your professional skills and experiencesAttend lengthy interviews and tedious assessmentsStuck in traffic for 2 hours each dayTied to an office from 9:00am to 5:30pmWork overtime without …

A rising number of young professionals are working remotely and preferring a nomadic lifestyle. The trend shows no sign of fading either, with the World Economic Forum calling remote working ‘one of the biggest drivers of transformation’ in the workplace[1]. According to the Work Foundation, the trend is likely to continue too, as the research predicts that by 2020, 70% of organisations will allow their staff to work from home.

But does remote working make us happier, which leads to better engaged and more productive? According to the research so far, working from home involves significant trade-offs. On the plus side, remote workers tend to be more satisfied with their jobs[2]; feel less time pressure[3], exhaustion[4], and stress from meetings[5]; and experience less work-life conflict[6]. But they also have a lower sense of inclusion[7]and get less feedback and social support[8]leading remote workers feeling better personally, but their work relationships seem to seriously suffer.

In…

To succeed in the worldwide economy today, an ever increasing number of organizations are depending on a geographically scattered workforce. They construct teams that offer the best functional expertise from around the globe, joined with profound, local knowledge of the most encouraging markets. They draw on the advantages of global diversity, uniting individuals from different societies with varied work experiences and alternate points of view on key and strategic challenges. This enables multinational organizations to contend in the present business condition. However, managers who really lead worldwide groups are up against stiff difficulties. Creating effective work groups is sufficiently hard when everybody is nearby and individuals share a similar office space. But, when team members originate from various nations and  cultures and are working in different locations, communications can quickly crumble, misconception can follow, and collaboration can deteriorate i…