Flevy Management Insights Q&A
How is the gig economy shaping the future of interviews for contract and freelance positions?


This article provides a detailed response to: How is the gig economy shaping the future of interviews for contract and freelance positions? For a comprehensive understanding of Interviewing, we also include relevant case studies for further reading and links to Interviewing best practice resources.

TLDR The gig economy is transforming interview processes, Strategic Planning, and legal compliance for contract and freelance positions, emphasizing skill-based assessments, technological facilitation, and ethical considerations.

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Before we begin, let's review some important management concepts, as they related to this question.

What does Dynamic Interview Processes mean?
What does Strategic Planning for Gig Economy Recruitment mean?
What does Legal and Ethical Considerations mean?


The gig economy is reshaping the landscape of work, including the processes and methodologies organizations use to identify, evaluate, and onboard talent for contract and freelance positions. This transformation is not merely a trend but a significant shift in the workforce paradigm, influenced by technological advancements, changing worker preferences, and the increasing demand for flexible work arrangements. As C-level executives, understanding these changes is crucial for leveraging the gig economy's benefits, from cost efficiency to accessing a broader talent pool.

Adapting Interview Processes for the Gig Economy

The traditional interview process, designed for long-term, full-time positions, is often ill-suited for the fast-paced, project-based nature of gig work. Organizations are increasingly adopting more dynamic and streamlined approaches to interviewing, focusing on skills, portfolio reviews, and task-based assessments rather than lengthy discussions about long-term career goals and company fit. This shift recognizes the different priorities and expectations of gig workers, who are more focused on the specifics of the task at hand than on long-term employment. For example, a McKinsey report highlights the growing preference among professionals for gig work, emphasizing the need for organizations to adapt their talent acquisition strategies accordingly.

Moreover, technology plays a crucial role in facilitating these new interview formats. Platforms that offer video interviewing, real-time collaboration tools, and project-based assessment capabilities are becoming indispensable. These tools not only make the interview process more efficient but also allow for a more accurate assessment of a candidate's fit for a specific project. Organizations are also leveraging AI-driven platforms to pre-screen candidates based on skills and experience, further streamlining the process.

Additionally, the emphasis on soft skills and cultural fit is evolving. While these aspects remain important, the focus shifts towards communication, adaptability, and specific project-related competencies. For instance, a freelancer's ability to effectively manage their time and collaborate remotely is often more relevant than their alignment with the company's long-term vision. This pragmatic approach to interviewing acknowledges the unique dynamics of gig work and the priorities of both parties involved.

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Strategic Planning for Gig Economy Recruitment

Strategic Planning in the context of the gig economy involves a nuanced understanding of the organization's needs and how they can be met through flexible talent solutions. It requires a shift from viewing gig workers as peripheral to considering them integral to the workforce strategy. This includes identifying roles that are best suited to gig workers, such as project-based tasks, roles requiring specialized skills, or positions that experience fluctuating demand. By doing so, organizations can optimize their workforce, ensuring they have access to the right skills at the right time, without the overhead associated with full-time staffing.

Effective recruitment in the gig economy also demands a proactive approach to building a talent pool. This involves engaging with talent platforms and communities where gig workers are active, such as Upwork, Freelancer, or specialized forums and networks related to the organization's industry. Establishing a presence on these platforms not only helps in sourcing candidates but also in building the organization's brand as a desirable client for gig workers. Furthermore, leveraging data analytics to understand market rates, skill availability, and other trends can inform more strategic decision-making around gig worker engagement.

Another aspect of Strategic Planning is the development of clear, concise project briefs and performance expectations. This clarity is essential for attracting the right talent and ensuring successful project outcomes. It involves outlining the scope of work, deliverables, timelines, and any specific skills or tools required. By providing detailed project information upfront, organizations can facilitate a more efficient matching process, reducing the time and resources spent on interviewing and onboarding.

Legal and Ethical Considerations

As the gig economy grows, so do the legal and ethical considerations surrounding contract and freelance work. Organizations must navigate a complex landscape of labor laws and regulations, which can vary significantly by jurisdiction. This includes classification of workers, compliance with minimum wage laws, and adherence to tax obligations. For example, the California Supreme Court's decision in Dynamex Operations West, Inc. v. Superior Court established the "ABC test" for determining whether workers should be classified as employees or independent contractors, highlighting the legal complexities involved.

From an ethical standpoint, organizations are increasingly recognizing the importance of fair treatment and equitable practices for gig workers. This includes offering fair compensation, providing feedback and opportunities for development, and ensuring a respectful and inclusive work environment. Such practices are not only critical for compliance and reputation management but also for attracting and retaining top talent. As gig workers have a choice in who they work for, organizations that demonstrate a commitment to ethical practices have a competitive advantage.

In conclusion, the gig economy is transforming the future of interviews for contract and freelance positions, necessitating adaptations in interview processes, Strategic Planning, and legal compliance. By embracing these changes, organizations can capitalize on the opportunities presented by the gig economy, from accessing specialized skills to enhancing workforce flexibility. As this trend continues to evolve, staying informed and agile will be key to leveraging the gig economy effectively.

Best Practices in Interviewing

Here are best practices relevant to Interviewing from the Flevy Marketplace. View all our Interviewing materials here.

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Interviewing Case Studies

For a practical understanding of Interviewing, take a look at these case studies.

Streamlining Executive Interviewing in Life Sciences

Scenario: The organization is a mid-sized biotech company facing challenges in attracting and securing top talent for their rapidly expanding R&D department.

Read Full Case Study

Executive Interviewing Strategy for High-End Retail Chain

Scenario: The organization is a high-end retail chain specializing in luxury goods, facing challenges in refining its executive interviewing process.

Read Full Case Study

Mid-Size Publishing Firm Overhauls Interviewing Strategy to Combat High Turnover

Scenario: A mid-size publishing company implemented a strategic interviewing framework to address the challenges of inconsistent talent acquisition and high employee turnover.

Read Full Case Study

Explore all Flevy Management Case Studies

Related Questions

Here are our additional questions you may be interested in.

What strategies can be implemented to reduce unconscious bias during interviews?
To reduce unconscious bias in interviews, companies should adopt Structured Interviews, utilize technology like AI for fair screening, and foster a Diversity and Inclusion culture, enhancing objectivity and inclusivity. [Read full explanation]
What role does social media play in the modern interview process, and how can it be used ethically to assess candidates?
Social media is crucial in modern hiring for insights into candidates' qualifications and cultural fit, requiring ethical practices like consent, relevance focus, and legal compliance. [Read full explanation]
How are virtual reality (VR) and augmented reality (AR) technologies transforming the interview and candidate evaluation process?
VR and AR are revolutionizing recruitment by improving candidate engagement, enabling objective skills assessment, and streamlining recruitment, thus attracting and retaining top talent. [Read full explanation]
How can executives ensure diversity and inclusion principles are effectively integrated into the interview process?
Executives can integrate Diversity and Inclusion in the interview process through inclusive job descriptions, structured interviews with bias training, and diverse interview panels to attract and fairly evaluate a diverse talent pool, improving business outcomes. [Read full explanation]
How can companies leverage AI and machine learning more effectively in the pre-screening phase to improve the quality of candidates reaching the interview stage?
Organizations can improve candidate quality in the pre-screening phase by integrating AI and ML with Advanced Resume Screening, Predictive Analytics, Automated Assessments, and Continuous Learning, aligning technology with human insight for a more efficient, fair, and inclusive recruitment process. [Read full explanation]
How can structured interviews improve the objectivity and fairness of the selection process?
Structured interviews improve Recruitment Strategies by standardizing candidate evaluation, reducing biases, ensuring legal compliance, and increasing diversity, leading to more informed hiring decisions and a stronger workforce. [Read full explanation]

Source: Executive Q&A: Interviewing Questions, Flevy Management Insights, 2024


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