How To Hire A Virtual Assistant In The Philippines - Step By Step

Summary

This video script outlines a seven-step process for hiring Filipino virtual assistants, emphasizing the importance of mapping out the ideal candidate to avoid costly hiring mistakes. The speaker shares personal experience, recommending platforms like Fiverr, Upwork, and Online Jobs, with a preference for the latter due to its flexibility and cost-effectiveness. The script provides detailed guidance on creating a compelling job post, filtering applicants, conducting interviews, assigning sample tasks, and making an offer. It highlights the significance of aligning the candidate's motivation with the job's excitement and growth potential, ensuring a successful and long-lasting working relationship.

Takeaways

• 😀 The video outlines a seven-step hiring process for Filipino virtual assistants.
• 📝 Step one is to map out the ideal hire to avoid hiring the wrong person, which is time-consuming and stressful.
• 🛠️ It's important to list tasks, define what a good job looks like, and consider growth potential and excitement for the role.
• 🗂️ The second step involves choosing a hiring platform, with Online Jobs being the speaker's preferred choice due to its flexibility and cost-effectiveness.
• 📝 Crafting a compelling job post is crucial for attracting the right candidates, and it should clearly outline the position and expectations.
• 🔍 Filtering applicants involves checking for attention to detail and quality of work, narrowing down to a manageable number of candidates.
• 🗣️ The interview process is about getting a feel for the candidate's vibe and motivations rather than just their work history.
• 📚 Sample tasks are given to the top candidates to evaluate their work quality and work style in a real-world context.
• 💰 Sample tasks should be paid proportionally higher to encourage the candidate's best work.
• 🤝 The final step is making an offer to the top candidate, including compensation, schedule, and expectations, with a trial period to evaluate fit.
• 🔄 The hiring process is refined over time and has proven successful for the speaker, who has hired dozens of virtual assistants.

Q & A

What is the primary purpose of mapping out your ideal hire before starting the hiring process?

Mapping out your ideal hire is crucial to avoid hiring the wrong person, which can lead to wasted time, money, and energy. It helps in finding alignment between the person and the position, ensuring that the hired individual is excited and motivated to thrive in the role.

Why is it recommended to hire Filipino virtual assistants full-time according to the speaker?

The speaker recommends hiring full-time because it allows the assistant to be fully focused on the job, dedicating 100% of their mental real estate to the tasks at hand. This often results in a higher return on investment compared to part-time arrangements.

What are the key attributes to consider when mapping out the ideal candidate for a virtual assistant position?

Key attributes include the necessary skills for the role, character traits that would help them excel, aspects of company culture they need to adapt to, and what motivates and excites them to ensure they thrive in the position.

Why is it important to clearly outline the tasks, workload, and expectations for the virtual assistant role?

Outlining tasks, workload, and expectations helps potential candidates understand what the job entails and ensures that they know what success looks like in the position. It also helps in setting realistic goals and managing expectations from the start.

What are the three hiring platforms mentioned in the script, and which one does the speaker recommend the most?

The three hiring platforms mentioned are Fiverr, Upwork, and Online Jobs. The speaker recommends Online Jobs the most due to its flexibility, no percentage cut from payments, and the ability to take the relationship off the platform.

Why is crafting a compelling job post considered one of the most important steps in the hiring process?

A compelling job post is essential because it attracts the right candidates. If the job post is not well-crafted, it may not excite the right people, leading to a lack of high-quality applicants and wasted time in the hiring process.

What is the significance of the '13th month' pay in the context of hiring Filipino virtual assistants?

The '13th month' pay is a mandatory bonus akin to a Christmas bonus that all Filipino employers are required to pay. Although not technically required for foreign employers, it is culturally expected and should be considered when hiring Filipino virtual assistants.

What are the three things the speaker suggests asking for from applicants in a job post to ensure they have read and understood it?

The three things to ask for are the applicant's Skype username for initial contact, examples of their past work to assess their capabilities, and something random (like a green banana picture) to ensure they have read the entire job post.

How does the speaker recommend filtering through a large number of applicants received on Online Jobs?

The speaker suggests a two-step filtering process: first, quickly delete applications that do not include the three requested items (Skype username, portfolio, and something random). Second, review the remaining portfolios and filter down to applicants whose work quality meets the standards for the position.

What is the purpose of conducting short 15-minute interviews with the top applicants?

The purpose of these short interviews is to get a quick vibe check on the applicants. It's about assessing whether the interviewer enjoys interacting with the applicant, their motivation, excitement about the work, and whether they seem like someone the interviewer would want to work with daily.

Why does the speaker recommend sending out sample tasks to the top three candidates?

Sample tasks allow the speaker to get a better feel for what it's like to work with the candidates in the actual context of the job. It helps evaluate not just the quality of their work but also their communication, problem-solving skills, and how they prioritize the task.

What is the rationale behind paying candidates for the sample tasks they complete during the hiring process?

Paying for sample tasks is an investment that can save time, headache, and stress from picking the wrong candidate. It also encourages candidates to do their best work and helps in evaluating their capabilities and work ethic more accurately.

What are the key components to include in the job offer to the top candidate?

The job offer should include compensation details, work schedule, expectations, and a concise recap of the job post and important information. It should also mention the trial period and the potential for growth or raise in pay after the trial period.

Why does the speaker suggest a one to three-month trial period for new hires?

A trial period allows for an easy exit if the candidate is not a good fit, and it provides an opportunity to raise their pay quickly after the trial to incentivize good performance without setting bad expectations for frequent raises.

Outlines

00:00

📝 Hiring Process Overview

The speaker introduces a seven-step hiring process for Filipino virtual assistants, which has been refined over years and used to hire dozens of successful candidates. The process aims to avoid the pitfalls of hiring the wrong person, which can be time-consuming, costly, and stressful. The first step emphasizes the importance of mapping out the ideal candidate's attributes, including necessary skills, character traits, company culture fit, and motivation factors, to ensure a good alignment with the job position.

05:00

🔍 Choosing the Right Hiring Platform

The speaker discusses the pros and cons of various hiring platforms, including Fiverr, Upwork, and Online Jobs. Fiverr is recommended for one-off projects due to its convenience and speed, despite the premium cost. Upwork is popular but not favored due to platform fees and restrictions on moving the relationship off-platform. Online Jobs is highlighted as the go-to platform due to its allowance for off-platform relationships and no fees taken from payments to the hired person. The speaker also provides a step-by-step guide on crafting a job post that attracts the right candidates, emphasizing clarity, job benefits, growth potential, and expectations.

10:01

📋 Filtering Applicants and Initial Contact

The speaker outlines a method for filtering through job applicants effectively, starting with a quick skim to remove those who did not follow the job post instructions. This is followed by a more in-depth review of the remaining applicants' portfolios to ensure the quality of work meets the standards for the position. The goal is to narrow down the pool to a manageable number of top candidates. The speaker also details the importance of asking for a Skype username, examples of past work, and a random item like a 'green banana' to ensure applicants have read the entire job post.

15:02

🤝 Interviewing and Assessing Candidates

The speaker describes the interview process as a way to gauge the 'vibe' and excitement of potential candidates, rather than focusing solely on their past employment history. The aim is to ensure that the candidates are people the speaker would enjoy working with on a daily basis. The speaker also mentions the importance of scheduling back-to-back 15-minute interviews to keep the candidates fresh in memory and to make an informed decision on who to move forward with in the hiring process.

📝 Assigning Sample Tasks to Final Candidates

After narrowing down to the top candidates, the speaker suggests assigning them sample tasks that are representative of the actual work they would be doing. These tasks should be designed to take one to five hours and are paid, with the aim of assessing the candidates' capabilities and work ethic. The speaker emphasizes the importance of this step as an investment that can save time and stress by avoiding the wrong hire. The sample tasks also provide insights into the candidates' communication, problem-solving, and prioritization skills.

🏆 Making an Offer to the Top Candidate

The final step involves making an offer to the top candidate, which includes compensation, schedule, expectations, and a recap of the job post. The speaker mentions the importance of setting a one to three-month trial period to evaluate the candidate's fit for the role. This trial period allows for an easy exit if the arrangement is not working out and provides an opportunity to raise the candidate's pay after a successful trial, thus incentivizing good performance and commitment to the role.

Keywords

💡Virtual Assistant

A virtual assistant refers to an individual who provides administrative, technical, or creative support to clients remotely. In the context of the video, the term is used to describe Filipino professionals who work from home and provide services to clients overseas. The video's theme revolves around the process of hiring such virtual assistants, emphasizing their role in supporting businesses and the importance of finding the right fit.

💡Hiring Process

The hiring process involves a series of steps taken by an employer to attract, screen, and select new employees. The video outlines a seven-step hiring process that the speaker has used to hire Filipino virtual assistants successfully. This process is crucial to the video's narrative as it guides viewers through the complexities of finding and selecting the right candidates for virtual assistant positions.

💡Attributes

Attributes in this context refer to the skills, character traits, and qualities that an employer is looking for in a potential hire. The video emphasizes the importance of mapping out the ideal attributes of a virtual assistant to ensure they will excel in the role. For example, the speaker mentions that understanding the tasks, company culture, and motivation of the candidate are key attributes that contribute to a successful hire.

💡Alignment

Alignment in the video refers to the match between the person's interests, skills, and the requirements of the job. The speaker stresses the importance of finding alignment to ensure that the virtual assistant is excited about the opportunity, which can lead to better job performance and longer-lasting work relationships. This concept is central to the hiring process described in the video.

💡Full-Time

Full-time employment indicates a job in which a person works a minimum number of hours defined as such by their employer or country's labor laws. The video suggests hiring virtual assistants full-time, particularly for Filipino assistants, to ensure they are fully dedicated to the tasks at hand. The speaker believes that full-time hires often result in a higher return on investment due to their focused commitment.

💡Hiring Platform

A hiring platform is an online service that connects employers with potential employees. The video discusses three specific platforms: Fiverr, Upwork, and Online Jobs, each with its own advantages and disadvantages for hiring virtual assistants. The choice of platform can significantly impact the quality and type of candidates that apply for the job postings.

💡Job Post

A job post is an advertisement or description of a job vacancy that outlines the role, responsibilities, and requirements for potential applicants. The video emphasizes the importance of carefully crafting a job post to attract the right candidates. The speaker provides a step-by-step process for creating an effective job post that will resonate with and attract the ideal virtual assistant.

💡13th Month Pay

The 13th Month Pay, also known as a Christmas bonus, is a mandatory additional payment made in the Philippines to employees by their employers. The video mentions this as an important consideration for hiring Filipino virtual assistants, as it is a local expectation and requirement, even for foreign employers hiring virtually.

💡Sample Tasks

Sample tasks are small assignments given to job candidates to demonstrate their skills and work quality. In the video, the speaker describes using sample tasks as a way to evaluate the top candidates' abilities and work style before making a hiring decision. These tasks are paid and are meant to mimic the actual work the virtual assistant would perform, providing insight into their capabilities and work ethic.

💡Trial Period

A trial period is a specified time frame during which an employer assesses a new employee's performance before deciding whether to offer a permanent position. The video suggests a one to three-month trial period for virtual assistants, allowing both parties to evaluate the working relationship. This period can be used to make an informed decision about extending an offer or making adjustments to the working arrangement.

Highlights

A seven-step hiring process for Filipino virtual assistants is presented.

The importance of mapping out the ideal hire to avoid costly mistakes.

Identifying attributes, skills, and cultural fit for the virtual assistant role.

Creating a list of tasks and workload for the virtual assistant.

Recommendation to hire full-time for better focus and ROI.

The significance of finding alignment and excitement between the person and the position.

Choosing the right hiring platform for virtual assistant recruitment.

Comparing different hiring platforms like Fiverr, Upwork, and Online Jobs.

Crafting a compelling job post to attract the right candidates.

Including clear expectations and benefits in the job post.

The necessity of a 13th month pay when hiring in the Philippines.

Filtering applicants based on specific criteria outlined in the job post.

Conducting short interviews to gauge fit and excitement for the role.

Sending out sample tasks to the top candidates to evaluate work quality and communication.

The value of paid sample tasks in making an informed hiring decision.

Making an offer to the top candidate with clear compensation, schedule, and expectations.

Implementing a trial period for new hires to ensure a good fit and facilitate quick adjustments.

Transcripts

so you're considering hiring your first

virtual assistant from the Philippines

and you've got some questions well in

this video I'll be covering the seven

step hiring process that I've used to

hire dozens of Filipino virtual

assistants over the last couple of years

it's a process that has worked very well

for me and I have refined it over time

so I'm very confident that if you

implement this process yourself you'll

have a ton of success hiring your first

Filipino virtual assistant so without

further Ado let's Dive Right on in and

start off with step number one this is

going to be probably the least exciting

step of the process at least for me but

it is one of the most important and that

is to map out your ideal hire so big

picture hiring the wrong person

absolutely sucks okay it's a waste of

time it's a waste of money it's very

stressful and it just wastes a lot of

your energy so it's really something

that you want to avoid at all costs it's

a mistake that I've made a number of

times and every single time that I've

made this mistake it's because I have

skipped this step or not spend as much

time here as I needed to so in order to

avoid that mistake what you have to do

is clearly map out what the attributes

are of this person that you're looking

for that would allow them to be

successful in the role that you are

hiring for these are going to include

the skills that they need the character

traits that would be helpful for them to

excel the aspects of company culture

that they're going to need to adapt to

and kind of fit in with the kinds of

things that they get excited about and

get motivated by and really any number

of other things that you can think of

that would be important to this person

in really thriving in the position

because one thing that I've really

learned after hiring a couple dozen

people online is that you want to find

alignment between the person and the

position in such a way the person is

going to be super super excited about

okay if you find someone who just kind

of feels kind of meh about the

opportunity then they're probably not

going to do that great of a job and it's

probably not going to work out that well

but when I've found people that have

been super super excited about these

different opportunities that I've been

able to provide that's what I've seen

the most success in hiring people and

the longest kind of longevity with these

relationships so practically how do you

actually do this well what I like to do

is if I'm thinking about hiring someone

the week prior to when I want to

actually take action make that job post

and start the hiring process I'm just

going to start making a list and on that

list the first thing I'm going to

include is the different tasks that I

want this person to do along with

approximations for how long it will take

them to do these tasks in general I

recommend hiring people full-time

especially when you're hiring Filipino

virtual assistants I find it's just best

when you can have 100 of their kind of

mental real estate and if they're fully

focused on your job oftentimes you're

going to get a much higher Roi than if

they're kind of half in half out half

doing kind of other work half doing your

work so I like to hire people full time

so I want to build out a workload for

them that's going to fit a 40 Hour Work

Week in most cases so throughout the

week I'm just going to be finding tasks

that I am doing that I want to delegate

to this person or just thinking about in

general what is this person's workload

going to look like and how long are

those things going to approximately take

okay and you're gonna have to add a

little bit of time compared to what you

are spending doing it right now probably

if they are brand new coming into it but

ideally over time they'll get faster and

better at it than you even are so you'll

just have to kind of factor in that

front loaded training period the next

thing you want to list is what a good

job looks like okay nobody wants to come

into a position where they have no idea

what the goal posts are and no idea what

they're trying to work towards so make a

very very clear and concise statement of

what a good job looks like for this

position is it a video editor who you

need to edit one video per day and post

it on YouTube Monday through Friday is

it a graphic designer that needs to

finish 15 client projects per week like

what are the goal posts for this person

what does a success look like for them

item number three on that list is going

to be the growth potential for this

position okay what I mean by this is

where where do they go from here okay

nobody wants a dead end job nobody wants

to just find a position that they're

just not going to be able to grow in so

how do they grow in this position like

what are the opportunities for

leadership what are the opportunities to

take on additional responsibilities like

how do they progress for around what

you're hiring them for now into

something that could last them for

potentially years to come and then

lastly and most importantly what is

going to make this position exciting to

the right person because like I

mentioned earlier you want to really

find alignment between the person you're

hiring in the position and so the most

important way to do this is to really

show the person you're looking for that

this position is for them so think about

what motivates that person okay what

gets them excited okay and figure out

how you can structure those things into

the position in such a way that if your

ideal candidate came across this is job

opening they would say wow this is the

opportunity for me so once you've gone

through and done all that prep work and

then we can move on to step number two

which is to choose your hiring platform

now over the last few years I've used

pretty much all of the major hiring

platforms out there as well as a ton of

the smaller ones and really what it

boils down to for me the platforms that

I use the most there's three of them

first one is going to be Fiverr and

Fiverr is really useful for kind of

one-offs or just Project based stuff you

just need somebody who has a certain

skill that you can just plug in you're

going to pay a bit of a premium for it

but it's super convenient and super fast

so if it's just a one-off thing then you

can find people on Fiverr not the best

for kind of like a long-term virtual

assistant relationship next we've got

upwork which is also very popular but

also not quite my favorite because you

can't take the relationship off of the

platform and you're still paying a

premium because upwork is taking a

portion of all of the money that you pay

to that person so not the greatest but

you can't find some really high quality

Talent both in the Philippines and

Elsewhere on the upwork platform but my

favorite platform overall and the one

that I've used to hire the vast majority

of virtual assistants is going to be a

platform called online jobs and this is

my go-to platform anytime a friend is

asking me hey how do I hire a virtual

assistant or I even help my mom hire a

virtual assistant on online jobs for her

business so it's definitely my go-to

platform all around and I'll leave a

link at the top of the description for

it which you can use to support the

channel if you do want to sign up but

the reason that I like online jobs

there's a couple of them first avoid is

you can take the relationship off the

platform and it's totally Allowed by

them so they're not trying to keep you

on the platform and that's because

they're not taking a cut of the money

that you pay to the person so you do

have to pay a monthly fee in order to

use the platform but basically what you

do you pay the fee for a month you hire

all the people you want you cancel your

subscription and that's totally fine

okay and then in the long term you save

a ton of money because instead of paying

a percentage of all the money you're

paying this person to the platform you

just pay that monthly fee up front you

cancel and then you have the

relationship going forward so that's

really why I like online jobs very very

simple very streamlined and they're not

taking any money on the payments that

you're making to the person which makes

things much much simpler from there once

you decided on a platform it's time to

make a job post and this is honestly one

of the most important steps of the

process because the wrong job post is

not going to attract the right people

and so if you don't spend enough time

here carefully crafting the right job

post you're going to be wasting your

time because the right people aren't

going to get excited when they find it

they're not going to apply and you're

not going to get any high quality

applicants and this has happened to me

before okay I've made a job post I've

gotten dozens of applications none of

which have been the right person because

I just didn't take the time needed to

craft a really solid job post so how do

you avoid that well here is my

step-by-step process for creating a job

post and if you guys want I can probably

find an example of one that I've used in

online jobs before so just comment below

if you want that I'll drop a link maybe

on your comments or maybe in the

description below there'll be a link I'm

not really sure but I can definitely get

you guys an example just so you can see

what that looks like maybe I'll throw

one on screen right now as well but here

are kind of the steps that I'm following

when I'm creating a job post myself

number one you gotta clearly outline the

position and who your ideal candidate is

again the whole purpose of this is for

your job post to speak very very clearly

to the right person so the most

important piece is to sell the position

in a way that the right person is going

to get excited about emphasize the perks

the benefits what they're going to be

doing on a day-to-day basis and again

that potential for growth just kind of

hinting at that a little bit in the job

post is going to be really important as

well but because like I said nobody

wants a dead-end job also important

information to toss in there would be

whether it's full-time or part-time

position the approximate pay and pay

structure because people need to know

how much they're going to get paid

before they go ahead and apply also one

important thing to note here is if

you're hiring from the Philippines

there's something called 13th month

which is really important to take into

account it's basically a mandatory kind

of like a Christmas bonus that all

Filipino employers are required to pay

as someone like myself who is based in

the US and then hiring virtually in the

Philippines I'm not technically required

to pay this but I do choose to pay all

of my virtual assistants and anyone that

I hire in the Philippines 13th month

that's something that you really should

be paying if you're going to be hiring

people from the Philippines they

honestly do expect it because like I

said it's federally mandated in the

Philippines that all Filipino employers

pay this they're going to be expecting

it in most cases they're not going to

ask about it because Filipinos can be a

little bit shy especially when you're

hiring them for the first time but you

really should be paying this if you are

hiring in the Philippines and then

lastly you just want to outline what is

going to be expected of this person okay

you need them working specific hours do

they need to have access to certain

softwares like what are the expectations

of the position beforehand just so you

can filter out the people that might not

be the right fit for you then after

you've laid that all out there's three

things that you need to ask for from

that applicant as kind of the next steps

or calls to actions every job post

should have kind of easy next steps for

them to follow if they are interested in

the position so here are the three

things that I like to ask them for

number one is going to be their Skype

username this is pretty standard on

online jobs that's kind of the next step

for people you get their Skype username

you chat them on Skype a little bit and

then we'll get into step four which is

kind of what comes after that but you

get their Skype username you get some

examples of their past work okay so if

it's a video editor you'll want some

examples of the past work if it's a

graphic designer if it's a web designer

you know you want to get some kind of

feel for what they have done in the past

and then the third thing is you want to

ask them to include something kind of

random okay something that really

ensures that they read the job post so

maybe they put a picture of a green

banana in their response to you okay and

so you can quickly just filter through

all the people that don't have attention

to detail all the people that didn't

actually read your entire job post

because they didn't put that green

banana in there and just get rid of all

those applications right away which ties

us into step number four which is to

filter through your applicants so on

online jobs depending on the position

you make and how well you sell it you

can potentially get over a hundred

responses to your job posts and I've

posted jobs in there in the past that

have yeah gotten well over a hundred

responses to them so it can be really

really important to have a system to

quickly filter through all these

applications because it can take hours

days even to to filter through all those

applicants if you don't have an

effective way of doing so so what I like

to do is take a quick skim through first

and just delete everybody that did not

include those three things that I asked

for so if there's no Skype username or

there's no portfolio or there's no green

banana all of those people are getting

deleted okay if they didn't take the

time to read the job post I'm not going

to take the time to read their response

then I just take a second run through

look looking at all of the sample

portfolios that are left from the

applicants that actually did read the

application and filter it down to just

the ones whose quality of work are up to

my standards for the position now

ideally this should bring you down to a

pool of less than 10 people if it

doesn't then raise your standards and

cut out the Bottom Rung of people in

terms of quality if you don't have at

least like four or five people then you

might need to go back to the drawing

board and tweak your job post a little

bit to attract some more high quality

Talent maybe raise the salary a little

bit or just tweak the copy to make it

sound a little bit more compelling to

the right person because you want to be

left with anywhere from about four to

eight people for the next step of the

process which is step five and that is

the interview process so now that you've

got your list filtered down to yeah four

to eight people you've got their Skype

username what you're going to do is

shoot them a quick message in Skype just

say hey my name is so and so from online

jobs look through your application and

was super impressed I'd love to line up

some time to chat or something along

those lines from there you're going to

want to coordinate quick little fifth

15-minute conversations with these

individuals and I honestly like to line

these all up back to back so I'll just

spend like two to three hours just

knocking all these out so that they're

still fresh in my mind because what I

found in the past is if I try to do some

of these on Monday some on Wednesday

some on Friday by the time Friday rolls

around like I don't remember the people

that I talked to on Monday very well and

so it's really important to me to just

like bang these all out at once so that

I can really remember uh what everyone

was like and really get a good idea of

who I'm interested in moving forward

with now for me the purpose of the

interview isn't so much to learn about

their past employment history and things

like that it's really just to do a quick

Vibe check because if I'm going to be

working with somebody for the long term

interacting with them every day like

it's really important to me the people

that I work with are actually people

that I enjoy spending time with and

enjoy interacting with and so I really

just want to get a feel for what their

Vibe is like uh what gets them excited

you know like are they really motivated

by their work are they just looking for

some cash like what gets them excited

what's their life like does it seem like

this is a priority to them I mean I'll

ask about their past employment history

too and just see like what they enjoyed

about past positions and what they

didn't and just kind of experiences that

they've had that have stood out to them

but I'm really just trying to get a feel

for who they are and what they get

excited about so all that being said

don't feel like you need to walk away

from these conversations with too much

concrete information don't feel like you

need pages and pages of notes I'll jot

down a couple of things during the

conversation but realistically they're

just like notes to remind me of how I

felt interacting with this person if I

felt like they were somebody that that I

would want to interact with every day or

not so much so now that you've talked to

everyone and got a feel for what each of

these people are like it's time to move

on to step number six which is to send

out sample tasks to your top three so

you want to filter down from the four to

eight that you had conversations with

down to your top three and each of these

three people are going to get a sample

task if you have like four or five

people that you're like I would really

enjoy working with this person you can

send out more sample tasks than three I

like to just have at least three as a

minimum now with these sample tasks the

objective is for you to be able to get a

better feel for what it's like to

actually work with these people in the

context that you will be if you actually

hire them and so what I like to do here

is try to figure out what is close to an

accurate representation of what they're

going to be working on looks like in

like a one to five hour window okay so

if they're going to be editing YouTube

videos that are 20 minutes long and a 20

minute long YouTube video takes 10 hours

to edit maybe you'll ask them to edit

say three minutes of a YouTube video

instead tell them to spend no more than

say four hours working on it but to edit

it as though it was a full kind of 20

minute video or maybe I'm hiring a Blog

writer to write 2 000 word articles

maybe I'll have them write a sample 500

word article instead just to get a feel

for their capabilities very important

note this is a paid sample okay so

you're going to be paying these people

for this sample work they're not doing

it out of the charity of their heart but

this is probably going to be one of the

best Roi Investments you make throughout

the hiring process because it's going to

save you so much time headache stress

energy Etc from picking the wrong person

like investing 100 or 200 bucks in these

sample tasks could be the difference

between hiring the right person and

hiring the wrong person if you've got

the wrong person it's just going to be a

huge huge hassle so very very worthwhile

and so what I like to do is pay

proportionally higher for the sample

tasks than I would normal task so let's

say I'm paying 200 bucks to edit a

normal video maybe I'm paying a hundred

dollars for this like four minute sample

okay so make sure that you're kind of

over compensating for the sample task in

the hopes that it encourages them to do

their best work now keep in mind that

this is not kind of like the end all be

all of this person's capabilities okay

they're obviously going to get better

over time as you train them and as you

kind of bring them up to speed with

everything and realistically like I get

way more information from sample tasks

not from the quality of the work per se

but more from the other things that I

learn about the person throughout this

process so are they asking me questions

like what do they do when they get stuck

like is there good communication here

how long does it take them to do this

like is it a priority to them and so

there's all these other things all these

other little tidbits of information you

can pick up about people just based on

how they kind of interact with the

sample task and do it so yes you can

evaluate the quality of their work but

it's also important to look at the other

factors as well outside of just how well

they do the sample but once you've

gotten samples from all those people

usually I'll give them like a 48 hour

deadline honestly because if I only want

them to spend like one to five hours

working on it usually a 48 hour deadline

is pretty reasonable so give them 48

hours to do that after that you've got

all the samples you review them you read

into them a little bit and see what all

kind of information you can gather from

there and then it's time for the

exciting part which is to make an offer

to your top candidate now in this offer

you're going to include the compensation

for the position the schedule the

expectations and basically just a

concise recap of that job post and the

important information that pertains to

them these are going to include whether

they're working Us hours whether they're

working flexible hours when payday is

and reiterating what a good job looks

like for them in this position I also

like to set the expectation here that

I'm hiring them for a one to three month

trial period so you can kind of choose

whether it's going to be one month two

months three months Etc but I like to do

this for two reasons one if it's not

working out it's very very easy to just

end things and say hey we're not going

to extend you an offer after this trial

so once the one month is up you just say

hey it was great working with you but

this is not going to be a fit long term

so it's an easy out but then also it's

an easy way to raise their pay quickly

to get them excited and really bought in

to the growth potential of the position

without incentivizing kind of bad

behavior because if you were to say give

someone a raise after a month like

that's not really a great way to set

expectations for them because then

they're going to think they're going to

get raises very frequently but if they

after a one month trial period you can

send them a full-time offer that

full-time offer has a higher rate

associated with it that's a great way to

reward them for the hard work they've

done without setting bad expectations so

congratulations you now have all the

information you need to make your first

higher there's a link to online jobs at

the top of the description below if you

want to support the channel and best of

luck out there and I'll see you in the

next video