[jvagner]

You've gotta know how to filter on Upwork.

I hire a lot on Upwork, and have found excellent talent, with extensive experience, for my projects.

I've learned how to qualify candidates with a minimal process that has weeded out the "waste of time" people that I sunk a bit of time into when I first went there.

So count me as someone who's posting there that counts on expertise, and has been very happy with what I've found. That said, my clients would probably not know how to use Upwork effectively. Hence, me.

[akor]

Would love to hear what strategies you use to qualify candidates.

[jvagner]

Some basics, and it varies a bit depending on whether you're hiring in India versus Europe/Eastern-Europe. I have found that a certain subset of candidates in India will be very aggressive with the frequency and obtuseness of communication. European and east-europeans candidates, in my experience, will often disqualify themselves by being presumptive about requirements or solutions, or dismissive about confounding aspects. I'm not generalizing overall, but in first/second interactions with remote freelancers on Upwork. This has been very consistent.

(I'm in North America, but have lived and worked in 3+ Western European countries).

Beyond basic technical qualifications, these additional steps have helped me onboard a good sized team of part-time and full-time freelancers around the globe:

* Include 1 very broad, and 1 very specific question in the job posting (don't make them required -- see who answers them of their own volition). You'll get a sense of reading comprehension, and the care someone will use in responding. The questions should not require an essay in response, but neither can they be fulfilled by a templated response.

* For higher level candidates, offer to get on a 5 minute video call and share a calendly/youcanbookme link. Ask for a problem synopsis and see how complete it is, and check how many unclear potentialities get called out in response.

* For lower level candidates, look for 5, hire and onboard 3. In a slack documentation channel, include an on-boarding document with 3-5 steps (update avatar, include available hours in spacetime, post a hello and basic introduction in #general, add themselves to #somechannel, etc). All my keepers very faithfully followed really basic requests. The people who most vociferously wasted my time could've been disqualified at this stage of the game.

For this last step, pay for their time and set a 1 or 2 hour max budget at the start. Don't train or lead anyone through this process. That's not a road you want to spend any time on, because it will become an expansive sinkhole.

I've found that there are plenty of talented professionals out there, but those who can be useful, engaged, remote resources are a special breed. You want conscientious forthrightness.

[akor]

Thank you that is helpful! A lot of our hires have been short term and I suspect that doesn't help the situation.