#29: Expert Hiring System Part Two

Office Operations

Welcome back to my Expert Hiring Series!

Once you’ve gone through and made your list of tasks, determined your skillset, and figured out how many hours you are going to need them for, the next piece is to write and post the ad.

In this video, I share with you some tips of what to include in your ad, a little trick to weed out those who may not be a good fit, and why it pays to be “specific” when looking for that special someone.

We are on Expert Hiring System Part 2.

Now that you’ve defined the role and determined the specifics of the role, next up in our series is to create and post the ad for your new hire.

You are going to want to start with the type of person you are looking for.

  • describe the role
  • list the core skills, which includes the soft skils as well as the more tangible skills
  • If appropriate, include the wage, the hourly rate,  the package rate, the monthly rate, as far as what you are offering and the number of hours you want them to work for you
  • Describe your company and include some contact information so they know how to get back to you or how to apply

A little trick that I wanted to share with you… if you are looking for softer skills like being detail-oriented, it’s really easy for someone to come back and say, “I have this many years of experience with this program.” And it’s also easy to say “Oh sure I’m detail-oriented.”

Take Infusiosoft, when I was looking for my VA, that was something I definitely needed her to have experience with. You know pretty quickly if they have those skills by asking them a few questions. But it’s a little harder to find the software skills like being detail-oriented.

A couple of tricks to find this out before you spend all your time and energy is to have your candidates jump through some hoops. What I mean by that, here’s an example:

If you are looking for someone who is detail-oriented, you can ask them that when they are responding to your ad, to respond in a specific way. Maybe you’ve asked them to write a paragraph of why they want the position. And then put something in the subject lines such as “I’m your new team member.”

You offer pretty simple, basic, clear instructions. And you’d be amazed at how many people can’t follow simple instructions. It’s a simple tool to weed out those people who cannot follow simple instructions and are not detail-oriented.  If they can’t follow those instructions to apply for your position, they aren’t the person you want on your team.

Once you’ve gone through the position and written the ad, the next step is of course to post the ad. I get a lot of questions about where are the good places to post. The good news is that there are a lot of places that cater to specifically hiring VAs. Most of the online sites work by the business owner submitting what they call an RFP, request for proposal. This is how the International Virtual Assistants Association (IVAA) processes job ads. You are posting your need to fill a vacancy and people respond according to your directions. They are mostly free to use.

There are resource and referral companies that will spend time with you and match you with someone.

Or you can use a boutique service that will go into great depth in finding you the perfect person.  More of a headhunting type of arrangement. But of course, that is going to cost you money.

Another successful way in getting quality people into the position is to reach out to colleagues; people who know you, know your business,  maybe they’ve worked with specific individuals before. You just want to be really clear about the skills that you are looking for.  For example, if you are looking to fill the role of a customer service VA and you ask people for a recommendation for a “good va” you may get referrals for a tech VA or a personal assistant. They are technically VAs but nowadays, most specialize in a specific area.

 

 

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