5-Step Process To Hire A Virtual Assistant & RockStar Freelancers, Revealed

To scale your business you need a virtual team of A-Players! learn how to hire a virtual assistant and freelancers who are RockStars!

This video reveals my five-step process for hiring great virtual teammates.

For my full virtual assistant hiring guide, go here: www.youtube.com/redirect?event=video_description&v=hi1kdUzEhcQ&q=https%3A%2F%2Fwww.milesbeckler.com%2Fcheap-virtual-assistant-hiring-guide%2F&redir_token=2zEoNoLYXQYsLrrHxSFqJTq5c758MTU1ODQyMzQ2M0AxNTU4MzM3MDYz

If you aren't sure who to hire, sure to learn about strategic outsourcing: www.youtube.com/redirect?event=video_description&v=hi1kdUzEhcQ&q=https%3A%2F%2Fwww.milesbeckler.com%2Fstrategic-outsourcing%2F&redir_token=2zEoNoLYXQYsLrrHxSFqJTq5c758MTU1ODQyMzQ2M0AxNTU4MzM3MDYz

Relevant videos on outsourcing and hiring virtual assistants:

Where To Hire A Virtual Assistant: www.youtube.com/watch?v=02JbjUhT20o

Who to hire for your virtual team - My Virtual Team & Org Chart Revealed! www.youtube.com/watch?v=RVFkvLrQmRo

#1 Characteristic Of GREAT Virtual Assistants & How To Find If They Have It While Hiring: www.youtube.com/watch?v=ie_g4mu2ZZc

Doesn't matter whether you're hiring in the Philippines, the US or Eastern Europe or you're using online jobs.ph or upwork. The process is really the trick to finding great teammates and that's what you're going to learn here.

Since a couple of masterminds, I attended in the last few weeks, I've been on a hiring frenzy and I've documented the steps that I take. I found some excellent new teammates that I'm super stoked on and as I grow my business I want to share the steps I'm taking with you to help you grow your business.

If you like these types of videos, give me a thumbs up, hit subscribe, hit the bells. Do you get more of them as they come out and let's jump right into the five steps?

Number one, you must get extremely clear and super specific with the job itself, the role that you're hiring for and the specific tasks that that individual will be taking.

It's a slippery slope to start with. I'm going to hire somebody to help out with social media and then start to tack on these other tasks that you expect this individual to do well.

So if they're going to do social media, yeah, they should have some WordPress skills to okay. And they should be able to do copywriting too, so yeah, copyrighting as well. And, and they should have Photoshop skills as well. And all of a sudden this one task that you wanted to hire for now becomes this magical person who flat out doesn't exist.

I made this mistake many, many times and what I've found today is the more specific I am for that extremely specific role, the better quality people I'm going to get. Right. Outsourcers and virtual teammates are not magicians.

They are usually skilled at one thing. And for your business, you want someone who is excellent at one thing.

You might be a jack of all trades, but ultimately when you have somebody kind of adding on new segments of your business, whether it's copywriting, social media, email marketing, somebody to build your funnels out for you, you want them to be all in on that one thing, lots of specialists will help you grow more quickly.

So getting extremely specific about the tasks and about that position and really keeping it closed, right? And when I say close, I mean you don't want to leave it open.

Expecting them to be able to do a little this and a little that and a little of this, really focus it in and really zero in on that core of what they need to do. And that's step one. Step number two is to write a great job description and make it private.

Now in the job description, there are two things I always do.

Number one, I always introduce myself by name. In the first paragraph when they reply, I'm looking do they have the wherewithal to pay attention that I said my name and do they actually grabbed my name and greet, meet by name in the cover letter?

If not, that's a huge red flag. I want that awareness. I want that attention to detail in this situation. The other thing I do is I ask three specific questions at the end. Now what these questions are, it varies a, it really doesn't matter that much. I just want to make sure they read all the way through to the end and they take the time to actually answer those three questions.

One of the more common questions I ask a lot that I really enjoy is explained to me why right now is the perfect time for you to find and get this job.

I'm looking for a story. I'm looking for insights into their life. I'm looking for a change. I'm looking for the fact that they now have 20 hours available.

I just want to hear a story. And after the three questions, I always say, if you want to stand out from all the other applicants, grab yourself own and cut a quick video. Now, most people don't do this. A lot of people address this, which I do appreciate, but some people are willing to pull out their cell phone and cut a quick video and that is extremely powerful.

It shows that they're ambitious and it gives you that chance to really kind of see them see in their eyes and really kind of vibe them out if you will. And I found that to be super powerful.