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 portion of the candidate selection process. Give them a trial task to do and observe how they go about completing the jobs as required. This will help you get an idea on how they do these tasks and how they manage their time as well. It can also offer you additional ideas of what this person is capable of doing. Along the way you will be able to refine what is the average task for the person, as you also refine the procedures within your SEO company and virtual assistant companies as he stays in the company.

Before I interview someone I mail them a pre-interview questionnaire. This helps me to filter top people that I then carry on to interview as the next phase of hiring process. We may later take a look at something online, why not a SurveyMonkey or something like that. We may move this way, but right now it’s just email that we use.

Something I really do to prescreen is to give them small chunks of tasks. This involves setting up WordPress blog, sending a message to few people I recently met, among others. That’s a great way to get these people to prescreen themselves and jump through hoops. That’s a big hoop and something that really works in hiring the best players for my company.

Not long ago I hired someone to add to my team of virtual employees, they jumped through all the hoops, they worked very well, they worked for me personally during that duration, when things started to change. They have all the reasons not to be productive enough as the days went by. The thing is they’re really good worker, but the thing is straight after a couple of days, as these issues happen. I’ve hardly been thinking whether to continue working together with them or cut ties with them.

I have a mantra that says I should hire slow but fire quick. If I feel something that is not right and I’m very lenient and my guys already know that. I’m very understanding but there is a point in which you have to say that enough is enough. I will tell her, in all honesty, I’m somewhat worried if you are still productive in completing these tasks. It is like you’re not delivering to my expectations. What I require them to do is to let me know if they can still work for me. If these things occur again, then I’m going to have to allow you to go.

This is one benefit of hiring the right virtual employees, the reason I’ve used an outsource company that has an office, Hubport Interactive, because they’re in charge of the resources that the person uses, the work computer, their internet connection among others. It has an advantage to that as they make sure that they arrive to work and do what they really need to accomplish. Obviously you just pay a small premium to this company, and you can count on them to do the rest for you.

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