Hiring someone to work for you off-site means you don’t have the luxury of meeting them or training them in person. And because of that, there are some things you should know to help make the working relationship more successful from the start.
Ask how they manage working independently? What other jobs have they had working virtually for someone? What mistakes did they make? What did they learn? Ask them about their organization skills and how they organize their day? What motivates them? What distracts them? Also be sure to talk to their references to get a feel for how they viewed the quality of their work.
Before you hire virtual help, be clear about what you want done, how and when you want it done. The more clear you can be and the more meticulous your instructions, the better opportunity your new hire has of understanding and succeeding at this new role. If applicable, ask for samples of previous work.
For the first month or two, plan to check in regularly about progress and questions. You should be able to tell pretty quickly if the work is being done correctly. If not, determine what changes need to be made. Set parameters, guidelines and/or deadlines that need to be met.
Set up ways to monitor their progress going forward. You may want them to copy you on emails if they are responding on behalf of your business or send weekly reports of tasks completed so that you can check them initially to make sure the job is being done correctly and has been understood. If applicable, use collaboration tools such as Slack, Basecamp, Asana or Trello so that you can monitor, collaborate and train as needed.
Progress checks and regular communication are the main keys to success once you’ve hired your virtual professional. Follow these tips and your chances of success will skyrocket!
If you are looking for a virtual professional, be sure to check out the awesome talent on HireMyMom.com.
Hiring can often come with a lot of pressure - managing the job posting, interviewing, and hiring the right person can be a daunting experience.
Although many managers and employers are pros at this, what if you’re hiring for the first time? Read along for some best practices in hiring as a novice. With the right preparation and mindset, you can be sure that you’re on your way to hiring successful candidates.
Creating the right job posting is key in attracting the right candidates and fully understanding what you’re seeking. It’s important to be thorough when creating the position, including necessary skill set, education, experience level, pay, and more. If you forget key components or realize too late that you are seeking a certain type of person, you may have to go through several rounds of the hiring process.
Save yourself some time, effort, and expense by nailing the job description from the beginning. This also includes using the right posting sites that avoid spam. More reputable sites help to weed out spam hirees, as well as have your post seen by serious applicants.
When it comes time for the interviews, be sure that you’re prepared. This will also reduce time spent on interviews that weren’t properly organized and stalled the hiring process. Begin by asking the right questions, which would feature a good mix of past experience, knowledge of the job position and company, and personality fit questions.
Be prepared for conversations and negotiations around pay as well, and know which response is appropriate for your company.
By being prepared and organized, you’ll be well on your way to being thorough in the hiring process. It might be helpful to start by coming up with your own screening process, and create a checklist around this.
To begin, ensure that each applicant has contributed every material that was asked for. If they have, look at every aspect of their cover letter and resume for keywords and matching qualities and experience that fit the job position. You might have a kind of criteria that must be met, which allows you to adhere to your posting and make smart hiring decisions.
It takes more than a checklist to make smart hiring decisions - you also have to be sure that you’re hearing everything accurately. Listen to what each applicant says - or doesn’t say.
Do they know about your company and enough about the position? Are they a great person but not a fit? Listen closely to ensure that you’re truly hearing what the prospect is saying correctly. It can be easy to jive with a personality, when the skills or lacking. On the other side, someone might be great on paper but not a personality fit to your brand. Listen closely to what is being said!
Unmet expectations can be the cause of many problems, especially in hiring. It’s best to let your potential hire what’s going on from the very beginning. Is there a trial period for this position? How are tasks evaluated? Does this position require tracking time? Do you report daily?
Make sure job and communication expectations are set up early to avoid any issues. Also, be sure to let your new hire in on time frames and deadlines for starting up, since that’s typically the most frantic part of any new job.