21 {{ upvoteCount | shortNum }}
21 {{ upvoteCount | shortNum }}

How did you choose your virtual assistant? Is there a better way?

by fivealpha
18 replies
Hey everyone!

Just a quick question to those people who have hired or are hiring a virtual assistant:

How did you handle the selection process?

Whenever I've listed a job on oDesk / Elance, I've received dozens of applicants. In the past, I've screened each of the applicants individually because I don't want to let any potentially good candidates slip through. But now I'm thinking there must be a better way to do this. I've heard of online agents like Zirtual, which will handle the whole process, but I would rather deal directly with the VA rather than through an agency.
#assistant #choose #virtual
  • Profile picture of the author RichardF
    When I was in the market for a VA I handled recruiting myself. I like having maximum control over the process, and personally talking to the applicants is a must for me.
    Signature


    Need a writer who really understands the Internet marketing niche?
    Sales copy, autoresponders, articles, e-books, blog posts & more!
    Visit my WF thread -or- my website

    {{ DiscussionBoard.errors[9144882].message }}
  • Profile picture of the author fivealpha
    Hi RF, do you mind if I ask how many applicants you went through before you found the right one? It sounds like you really wanted to optimize the process, do you have any tips regarding how to choose which applicants to talk to and which to eliminate early on?

    I've seen a tip suggesting that the job listing should include an anti-application-spam instruction (such as telling the applicant to include a specific phrase in an application) that helps identify those applicants who are just applying to jobs without reading the instructions carefully. This has worked well for me and allowed me to cull about 40% of the applicants the last time I hired someone.
    {{ DiscussionBoard.errors[9145503].message }}
  • Profile picture of the author datingworld
    Certainly needs to be selected myself.
    Give clear instructions on who to apply.
    Check their skills, interview them to determine they have the right skills.
    Also draw a probationary period for VA assistant work.
    Once you are satisfied with his / her work after probationary period, get him / her on permanent work.
    Signature

    Free Private Label Dating Guide Book _ _ _ _ _ The Best Dating Affiliate Program
    {{ DiscussionBoard.errors[9145549].message }}
  • Profile picture of the author littledan
    I have hired a VA a number of times, ranging from a short 2 week project to a 15 month position. Each time I used Agents Of Value, who handled the whole selection process which is dependent with the project in question. I have never had any problems with them that cannot be easily fixed, as things rarely go 100% all the time.
    Signature

    Learn how to make more money while working less with high ticket commissions and a top tier business! > www.22s.com/242161 <

    {{ DiscussionBoard.errors[9145552].message }}
    • Profile picture of the author fivealpha
      Originally Posted by littledan View Post

      I have hired a VA a number of times, ranging from a short 2 week project to a 15 month position. Each time I used Agents Of Value, who handled the whole selection process which is dependent with the project in question. I have never had any problems with them that cannot be easily fixed, as things rarely go 100% all the time.
      Littledan, did you decide to go with the agent because they would handle the selection / hiring process or because they would project manage (or both)? Had you tried doing-it-yourself in the past? Although I'm sure that there are many good agents out there, my concern with this approach would be that I've simply swapped one problem (finding a good VA) with another (finding a good agent).

      Originally Posted by datingworld View Post

      Certainly needs to be selected myself.
      Give clear instructions on who to apply.
      Check their skills, interview them to determine they have the right skills.
      Also draw a probationary period for VA assistant work.
      Once you are satisfied with his / her work after probationary period, get him / her on permanent work.
      Datingworld, probation sounds like a great idea. I shall use it with my next hire. Out of interest, when you say "check their skills", do you have any special way to test them? Or just give them a simple interview?
      {{ DiscussionBoard.errors[9145914].message }}
      • Profile picture of the author littledan
        I researched the company in the same way I would any individual. Plus the company supplies detailed past records and testimonials for all agents and you can interview them through an online chat. The venture or project is discussed in detail to make sure the agents shortlisted have the required skills. Plus you get access to real time software where you can keep track of what your VA is doing and an end of day report. So all everything possible is done to put you in control. This is useful if you are outsourcing separate tasks to different VA's at the same time. You can have projects go wrong for many reasons, I don't see a connection to using an agency.
        Signature

        Learn how to make more money while working less with high ticket commissions and a top tier business! > www.22s.com/242161 <

        {{ DiscussionBoard.errors[9148369].message }}
      • Profile picture of the author datingworld
        Originally Posted by fivealpha View Post

        Datingworld, probation sounds like a great idea. I shall use it with my next hire. Out of interest, when you say "check their skills", do you have any special way to test them? Or just give them a simple interview?

        Check their skills in interview and also give them short tasks (many will happily agree to complete short tasks) to see whether they can fulfill it or not before you put them on probationary period.
        Signature

        Free Private Label Dating Guide Book _ _ _ _ _ The Best Dating Affiliate Program
        {{ DiscussionBoard.errors[9148387].message }}
  • Profile picture of the author Dennis Millbrath
    I have had good luck and bad luck with VAs mostly bad though. Talking to them is key, but when they decide they do not want to do the job anymore they just disappear. Not heads up at all. Others do projects totally wrong and do not follow directions. I have had a couple that were really good though, so you can get lucky.
    {{ DiscussionBoard.errors[9145947].message }}
  • Profile picture of the author fivealpha
    Dennis, from the sounds of it it seems like you are suggesting that finding a good VA (one who is reliable and can follow instruction) is likely to be the exception rather than the norm.

    The "disappearing" VA is probably one of the main arguments to use an agent like littledan suggests. It doesn't solve the issue completely, because whoever they assign to do your project can still vanish, but at least you'll have someone to shout at if / when that happens.

    For your "good" VAs, how long did they stay with you?
    {{ DiscussionBoard.errors[9146011].message }}
  • Profile picture of the author magiclouie
    In my own opinion, I think handling the whole hiring process is ideal especially if you are still getting started. As much as you can, you should be the one to interview the applicants especially if you are hiring VA's whom English is not their first language. That way, you can assess their English and see how they respond to your questions.
    {{ DiscussionBoard.errors[9148501].message }}
    • Profile picture of the author AnnaPaterson
      Whether the process of recruiting is done by you or by an agency you should have a clear image of how you wish your VA to be like.
      I think that a 30 minutes interview with clear questions from your side will do the trick just fine.
      Just be open in the process, people might surprise you
      {{ DiscussionBoard.errors[9148955].message }}
      • Profile picture of the author fivealpha
        Originally Posted by AnnaPaterson View Post

        Whether the process of recruiting is done by you or by an agency you should have a clear image of how you wish your VA to be like.
        I think that a 30 minutes interview with clear questions from your side will do the trick just fine.
        Just be open in the process, people might surprise you
        AP - I see - are there any specific qualities that you look for in a VA? For me, I think the top three would be honesty, reliability, and attention to detail. Other, specific, skills can be taught or transferred.

        It seems to me that in-depth interviews, well structured, would be great - but the challenge is finding the time to do N x 30 minute interviews. I've seen some VA jobs get around 100 applicants. That's 50 hours of interviews!
        {{ DiscussionBoard.errors[9150826].message }}
    • Profile picture of the author AnnaPaterson
      Whether the process of recruiting is done by you or by an agency you should have a clear image of how you wish your VA to be like.
      I think that a 30 minutes interview with clear questions from your side will do the trick just fine.
      Just be open in the process, people might surprise you
      {{ DiscussionBoard.errors[9148957].message }}
    • Profile picture of the author fivealpha
      Originally Posted by magiclouie View Post

      In my own opinion, I think handling the whole hiring process is ideal especially if you are still getting started. As much as you can, you should be the one to interview the applicants especially if you are hiring VA's whom English is not their first language. That way, you can assess their English and see how they respond to your questions.
      Magiclouie - good point. I've heard someone suggesting that one should only hire outside of the major cities in the Philippines because the VAs outside the major cities tend to be more reliable over time. I'm not sure I would agree - any thoughts?
      {{ DiscussionBoard.errors[9150799].message }}
  • Profile picture of the author shakamon
    I have always hired VA's myself. I had to go through a few before i figured out how to interview & filter. Its important to have a process. But giving them trial tasks and hiring them on probation is the way to go. It can be frustrating, but when you do find a gem its all worth it
    {{ DiscussionBoard.errors[9149085].message }}
  • Profile picture of the author kencalhn
    iin the fifteen years I've been online, I personally run and manage a network of over 70 sites, thousands of customers, I do several hundred webinars a year, and have never hired a VA or anyone (other than occasional coders at scriptlance prebuyout). I love 18 hour days and high sales and total control.

    but if I were to hire someone, it would be on a "costs me less than $200" probationary tryout period initially to see how well they meet quality and deadline criteria. Always hire on probationary/very short term tryout basis first; Never big upfront cost or longer term commitment basis. go on a first date, so to speak, w/minimum commitment, to test their character
    {{ DiscussionBoard.errors[9177499].message }}
  • Profile picture of the author XanBarksdale
    I used Chris Ducker's Virtual Staff Finder.

    I had a great experience with them and would recommend anyone looking to hire a VA to use them.

    Non affiliate link: Virtual Staff Finder - The Best Virtual Assistant Services Company in the World!
    Signature
    {{ DiscussionBoard.errors[9177623].message }}
  • Profile picture of the author VASEO
    Find a company and then interview VA for your questions also the work,
    and then write a instruction also video to VA can learn,
    Ask a time free 1 - 2 days to test service...
    Signature
    [Merry Christmas] Best SEO Service! Discounts %40 for Virtual Assistant - $100 / Month - Buy Now
    {{ DiscussionBoard.errors[9210303].message }}

Trending Topics