Avert hiring disasters: spot these 4 red flags

Between my own outsourcing experience and what I’ve heard from our subscribers, I’ve seen almost everything – the good, the bad and the ugly.  The Filipino culture is generally integrity-driven, which is one reason it’s so ideal for outsourcing (I’ll share more reasons later on). But there’s always that .001% of the group who ruin it for everyone else. I’ve learned that there are a few RED FLAGS to look out for when hiring.  Here are 4 Red Flags to help you spot and avoid those people: 1. Does their work reflect the claims in their resumes? When you’re communicating with your candidates, pay close attention to the skills they claim to have vs. their performance. Test them. Ask them for samples of their work. If they can’t provide samples or you can tell their work isn’t five-star, investigate. DON’T be afraid to call them out on things that don’t make sense. Ask questions. Expect some exaggeration (most people think they’re better at things than they really are), but if their claims and their work totally miss the mark, find another worker. 2. Do they claim they have way too many skills? This goes hand-in-hand with the red flag above. If they’ve rated themselves on OnlineJobs.ph and given themselves five-star-ratings in 90% of the categories, they’re either arrogant-beyond-belief and you don’t want to work with them anyway, or they’re not being truthful. Find another worker. 3. Have they neglected to upload identification on OnlineJobs.ph? OnlineJobs.ph gives jobseekers the opportunity to upload pictures, government IDs, diplomas, their Facebook account etc... If they haven’t taken the time to upload any of those things, they’re either lazy or they have other reasons. Either way, you probably want to find another worker. (But don’t expect everyone to have ALL forms of ID...) 4. If it doesn’t feel right and things just don’t seem to add up, it probably isn’t good. Find another worker. We are gifted with intuition for a reason, and it usually won’t lead you astray. Use common sense and keep your eyes open.  And don’t forget about the huge majority of Filipino online workers who really are worth their weight in gold. Find them here and affordably grow your business now. Happy hiring, John Jonas and the OnlineJobs.ph Crew My next email will give you a fail-proof way to know whether you’re hiring and “Ace” or a “Dud.” Watch for it soon. You’re welcome to send questions, comments and feedback to support@onlinejobs.ph (You can look forward to a human response from one of our very own first-string Filipino virtual workers).           Our mailing address is: OnlineJobs.ph 770 E Main St Ste 250 Lehi, UT 84043-2293 USA unsubscribe

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Attract the best candidates with these pointers

Rule of thumb: format your job posts the same way you’d write them if you were hiring locally. Recently, one of my Filipino team members came across a job post on OnlineJobs.ph requesting a “Rock Star VA.” The required skills included: WordPress expert, SEO expert, outbound and inbound sales calls, social media marketing, PHP programming, and design work.  Yeah right. That kind of person does not exist. Not in the Philippines, not in the UK, not in the US...or anywhere.  Don’t get fooled into classic job post blunders. Remember the four points below to keep your job posts realistic, compelling, and effective!   Be realistic when listing qualifications. If your post requires that candidates have out-of-this-world skills and experience like the one referenced above, you’re setting yourself up for failure. You won’t get many bites. And those who DO apply are probably overestimating their own abilities. Remember that even though Filipinos make phenomenal virtual workers, they are still human! Advertise a need for one or two specific skills. Then watch for applicants who speak solid English, follow directions, and seem enthusiastic. You can always train them to master more tasks.   Make your posts clear and easy to understand. If your job post is overwhelming or confusing, applicants will not apply. If your job post is too vague and lacks detail, applicants will not apply. Find a happy middle road. Be specific about the job requirements and your expectations, but keep the post simple. There’s always room for more specifications later in the interview process.   Make sure your posts are updated and relevant. Ever come across a job posting that was several months old? Chances are, it has probably been filled. Make sure your posts are current. And if you fill the job, remove the post.  Also, make the necessary adjustments to the post if you decide to change the job’s title, qualifications, or other elements of the job.   Be the person that you want to hire. When it comes to finding employees, opposites don’t attract. Rather, it’s people with the same values and work ethics that get along well.  So instead of explaining qualities you want from your job applicants, explain the qualities that define your company: your people, your goals, your clientele, your mission statement. Sharing that information will help attract the right kind of applicants. Begin crafting your job post now and get the responses you want. On that note, happy hiring, John Jonas and the OnlineJobs.ph Crew   Next, I'll teach you how to avoid hiring disasters by identifying 4 red flags to watch for during interviews. Stay tuned! You’re welcome to send questions, comments and feedback to support@onlinejobs.ph (You can look forward to a human response from one of our very own first-string Filipino virtual workers). Our mailing address is: OnlineJobs.ph 770 E Main St Ste 250 Lehi, UT 84043-2293 USA unsubscribe

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