I’ve learned a lot about hiring Online Filipino Specialists (or, "VAs" as you might call them) over the years.
You might even say I'm good at it.
Then there are the AI changes we've made at
OnlineJobs.ph to make weeding out the bad and finding the good even easier.
Here are my top 6 tips for hiring a great OFS:
1. Hire someone to do something you know how to do.
This is my number one because this is the biggest contributor to success when hiring an OFS.
When you hire someone to do something you don’t know how to do, you’re just adding more stuff to your plate. You now have to manage someone doing a project you don't know how it works. You don't really know what outcomes look like, how long they take, or what is involved in getting the results you want. Your expectations might be way off.
This is on top of all the work you’re already doing. You just increased your work load rather than decreasing it (which was your goal!).
Once you’ve written that job post for an OFS to do something you know how to do, here are my 2 extra tips to make that post even better.
1a - require them to put a specific subject line when applying
1b - require them to use a certain number of Apply Points
This is how you screen out the bad apples. Those who didn’t use the right subject line and the right number of Apply Points are the ones who didn’t bother to read the job post. You don’t want those people.
Our AI Smart Shortlist will take these into account for you.
2. Interview via email
Once AI has given you a Smart Shortlist, start emailing people.
Ask them a bunch of questions. Use this to assess their English skills, their personality, their communication style, get more background information, and have them prove their skills.
These emails build trust (they start to trust you).
These emails weed out any potential bad apples (they don't want to answer email after email)
These emails see how well you fit together (it's about more than just finding the right skills).
3. Pay attention to details
AI found me a great person last week. I saw her and was like "Yes! I want to hire you"
I asked her 3 questions in the 2nd email.
One question was:
What other work do you currently have and what are you learning there?
She didn't answer it.
She answered the other 2 questions, but not that one.
Red flag.
If you're willing to skip answering questions in the interview, you're probably willing to skip instructions later on.
4. Do the video interview at the end.
Filipinos don’t like doing video interviews. There’s a good chance you'll lose a great candidate simply because they didn’t do well in the interview or they were just too scared to show up.
Those who are willing to do the video interview, it's likely they've just gotten comfortable with it over the years of working for foreigners. Not a great sign for a stable employee.
If you're going to do a video interview, doing it after you've gained their trust through emailing is the right way.
I used to not recommend a video interview...but...it's now a really good way to tell the difference between someone who just used AI to respond, and someone who actually has skills.
5. Use DISC
Some jobs are better suited to certain personalities. When the personality and the job don’t match, the worker ends up miserable, and the business suffers because they’re not doing their best work.
So make DISC a requirement when hiring. When you have
the right personality for the job, the OFS is happier, and you’re one step closer to getting a rockstar.
Smart Shortlist, and Scout AI both use DISC to match you with the right people.
6. Give them a test task
I give a test task to confirm the skills they listed in their jobseeker profile and portfolio. It’s a great way to verify what they said and to assess how much training they need.
In most cases, I make it a paid task.
Filipinos are so afraid of being scammed that when asked to do a test task, they assume it’s a scam employer trying to get free work out of them. This has happened so often that good candidates often won't apply if you asked them to do a test task.
**With this test task, you're not just looking for the person who does it the best. You're looking for the person you work best with. People can improve, personalities don't really change. Look for the best fit here, not for the best skill.**
What tips do you have that I could use?
John
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