Easy Tips On Hiring Virtual Employees Today

The biggest thing when you are hiring staff and virtual employees is to remember that this is your business here. If you had a bricks and mortar store or a bricks and mortar business and you're hiring someone locally, how much effort would you go to to hire that person? They're going to be in your office, they're going to be using your resources. You go through a serious induction process or job interview process to get the right people to help you complete assignments such as SEO services.

When people go online, they have an online business, they think the rules change. When they hire someone from the Philippines, they do such little screening and they don't have a process in place because they think it's a completely different business. The thing is, it's still a business. This is your business, so treat it as a business. Do this work properly, as if they were walking in to your office in Madison Avenue or Bourke Street or wherever it might be and treat the hiring process as if they were working for you in your office because they are working for you in your business. Just because your business is global, the rules shouldn't change. That's the biggest thing I think, people need to get that mind shift.

You can assess someone's productivity levels through the task section of the hiring process. You can work out, I set you a task to do, three articles for me as part of this hiring process, how long did it take you to do it, is one of the questions I often ask people. So you can get an idea, to write three articles, if it takes them three hours, then you can do your mental maths going over a forty hour week, they can get this much work done. It can give you an idea of what this person is capable of. As you go you will be able to refine what is an average, how many articles can a person write in a week, as you refine your system in your SEO company and virtual assistant companies as the days go by.

Before I interview someone I send them out a pre interview questionnaire. This helps me select some of the top people that I then go on to interview. We may later look at something online, maybe a SurveyMonkey or something like that. We might move that way, but at the moment it's just email.

Something I do to prescreen is I say, ok, in order to apply for this job say on oDesk, you have to set up a WordPress blog. I had a meeting with someone last week and I want you to send a thank you email for them and they just do this WordPress blog because that is a good way to get them to prescreen themselves and jump through hoops. That's a big hoop and something that really works.

I recently hired someone to add to my team of virtual employees, they jumped through all the hoops, they worked really well, they worked for me for a few days and then all of a sudden all of these issues started to pop up. They had an issue with their internet connection then they needed to go pay this and this happened and all this trouble. The thing is they're a really good worker, but the thing is straight after a couple of days, I had all these issues happen. I've hardly heard from them in a week and I wondered if I should cut them loose and find the next one or whether I should continue working with them.

I have a mantra that says hire slow, fire quick. If they're not right and I get the feeling straight up, I'm very lenient and I hope all my guys will say that. I'm very understanding and if someone says that some issues come up, I'm very understanding, but there is a point where you just have to say enough is enough. I will tell her, to be honest, I'm a bit worried about your productivity, I feel like you're not delivering. What I need you to do is make sure over the next week that you show me you can do this job. Then if she doesn't, then I'll just say we did talk about this, I'm going to have to let you go.

This is one of the advantages of hiring the right virtual employees, the reason I've historically gone to an outsource company that has an office, Hubport Interactive, because they're responsible for the resources that the person uses, the computer, their connection and that sort of thing. There is an advantage to that, so there is someone there, on the ground managing that person, being responsible to make sure they turn up to work and do what they need to do. Obviously you pay a slight premium for that, you've got to cover the costs of the project managers at the company but there are some definite advantages to that.