You're worried you're not going to find the right person.
You're worried you're going to waste time and money.
You're worried the person you hire won't work out and you'll have to do it again.
And you're right to worry...if you're recruiting a skill.
That's the mistake.
You're not hiring a skill. You're hiring a person. And that person needs to fit your organization (which might just be you).
Here are the 3 simple ways to make sure that PERSON (not skill) works out:
#1 - DISC
Using a personality test helps make sure their personality is fit for the role.
Before figuring this out I did all kinds of stuff wrong. I'd post a job and get a bunch of applications. When looking at them I'd throw out all the ones who I didn't like and keep the ones I liked. Well...naturally I liked the ones who were like me.
Then I hire them and they don't work out.
Duh.
I was hiring people who were like me.
And I'm bad at customer support and video editing and content writing and ...
I was hiring people who were set up for failure at the role I was hiring them for!
I'm good at programming so I hired a number of great programmers.
Once I figured DISC out, I started figuring out the appropriate DISC profile for the role, then matching applicants based on their DISC profile. I stopped hiring all high D people (people who were like me) and started hiring people whose personalities fit the role.
My success rate went way up.
Our AI's at OnlineJobs.ph are instructed to match DISC personality to the role when telling you who the right people are.
#2 - Current employment status
Conventional wisdom says that all the great people are already hired.
Not true in the Philippines.
I don't want to hire someone working 2 jobs. It's rarely what you think it's going to be. I want someone dedicated to me and I try to pay people so they don't have to have a second job.
So when I hire one of the first things I do is look at their resume and see what their most recent experience entry is.
Does it say "January 2025 - Present"?
Meaning, they're currently working somewhere else.
I pass on people who are currently employed.
It's not foolproof...but it's a good indicator.
#3 - The question
"Tell me about a time you didn't understand what your boss wanted. What did you do? And, if you don't have a time, what would you do?"
The #1 problem people run into is a VA disappearing. And disappearing usually happens because of a communication breakdown. Not understanding each other.
In your culture, the speaker is the one who is responsible for making sure the listener understands. Obvious, right?
This is why you say "Wait...I don't understand...do you mean...?"
In the Philippines it's the opposite. It's the listeners job, or the employees job, to understand what is being said. It's assumed that the employer has said everything they need to and that what they said is correct. It's the VA's job to understand.
It's messed up. I know.
So one of the things I'm looking for is someone willing to ask questions and willing to question me.
Someone who isn't just telling me what I want to hear.
If someone is willing to push back. Willing to question. Willing to say "Wait, what you said doesn't make sense." That person is likely to work out.
Another way I've accomplished this is by asking them to do something silly or absurd.
Attach a photo of a pink Cadillac to your response. If they do, fine.
If they don't, bad.
If they question it ("You asked for something weird, why?") GREAT!
Finding great people isn't hard. And if you do some simple things, they're very likely to work out.
John
OnlineJobs.ph
