#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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Outsourcing Templates


As a busy entrepreneur, you know that it’s not possible to do ALL the tasks for your business and do them effectively. It’s easy enough to say you should outsource, but then you have to do the training. And when faced with that daunting task, it’s often easier to just say, “I’ll just do it myself.” 

But that would be a mistake.

There are only so many hours in a day and you can only fully develop so many skills. Instead, these outsourcing templates will give you a giant head start and gives you all you need to find and hire that perfect contractor. Problem solved! 

Here’s what you get:

  • 4 Project Listing Templates
    • You’ll get 4 fill in the blank Project Listing templates to use when you are looking to outsource specific projects for your business (perfect for submitting a request for proposal):
      • Graphic Design Work
      • Virtual Assistants
      • Writing Work
      • Web Development
  • 4 Project Specifications Templates
    • You’ll get 4 fill-in-the-blank Project Specification templates to use to ensure you don’t leave out the important details as you outsource your projects. You’ll get specification templates that are specific to the following type of projects:
      • Graphic Design Work
      • Virtual Assistants
      • Writing Work
      • Web Development
  • Evaluating Applications Checklist
    • Part of the struggle with outsourcing is not knowing who to choose to work with. This checklist will help you thoroughly evaluate the responses and applications you receive back from potential outsourcers to ensure you make the right choice for your business.
  • Quality Check Checklist
    • I want you to get the best work out of your contractor, so I’ve included a detailed quality check checklist that you can go through to ensure you are receiving quality service for your outsourced project.
  • Constructive Feedback Template
    • It can be difficult to provide constructive feedback when outsourcing. I’ve made it easy for you by providing a fill in the blanks template you can use to address any questions or concerns you may be having with your projects. No more struggling to find the right words.
  • Big List of Outsourcing Sites
    • Finding the perfect person for the job can seem overwhelming at first, but I’ve provided a comprehensive list of websites for you that will help you in your outsourcing search.
  • Suggested Interview Questions
    • Finally, I’ve included a list of interview questions you can use as you begin talking to and assessing potential contractors.

As you can see, all of the templates included in the Outsourcing Templates bundle will give you the boost you need to get started outsourcing for your business so you can finally focus on the tasks that will grow your business.


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