How To Hire A Virtual Assistant In The Philippines - Step By Step
Summary
TLDRThis 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
📝 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.
🔍 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.
📋 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.
🤝 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.
Mindmap
Keywords
💡Virtual Assistant
💡Hiring Process
💡Attributes
💡Alignment
💡Full-Time
💡Hiring Platform
💡Job Post
💡13th Month Pay
💡Sample Tasks
💡Trial Period
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
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