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From this presentation you can know before hiring any employee what should you give priority.\n\nFor this blog: https://myvirtudesk.com/5-questions-to-ask-when-hiring-a-virtual-assistant/
This is crucial for obvious reasons. When looking for the right candidate, you want someone who has an idea about what they are getting themselves into, and already knows what to expect. Keep your ears open for specific skills that you could use or maximize, or even enhance so that your working relationship with your virtual assistant may go smoothly.
This another important question, one you would like to prioritize. This helps you determine what specific
areas the candidate already knows what to work with. This also gives you an idea of whether you might need
to have your candidate undergo additional training. Virtual assistants with experience in your business or industry
helps you narrow down the time you will spend training them. If you are lucky, you can even get one that can hit
the ground running.
Not only are you gauging their actual strengths and weaknesses, but you are also gauging the way they answer
this question. A competent candidate would be able to provide answers for their strengths and weaknesses with
no problems. However, a person who portrays himself as someone who has simple weaknesses, or none at all is
a sign of someone who is not open to change and is not receptive to feedback, especially if he or she makes mistakes.
This candidate might have difficulty accepting accountability for those as well.
This question can provide a lot of insight from your candidate, especially if it is something that they have experienced.
One of the issues encountered by most employers and their virtual assistants is that they are unable to describe what
they want done. If the VA is unable to find a way to reach out and get enough details, the job ends up being half-baked,
and the employer then becomes dissatisfied with the outcome.
Asking your candidate this allows you to determine their ability to solve a problem and see what kind of initiative they
would take if there is something you want done but are unable to provide additional details.
This helps you ensure that your VA has a back-up plan in case their laptop suddenly breaks down in the middle of a job,
or if their internet connection suddenly cuts off. They must be able to assure that they have a backup plan just in case
any of their facilities fail.
Most people believe that this bit of interview session is not relevant to the job. On the contrary, asking your
VA what they like doing during their free time gives you an idea of what kind of person they are, and how they
Came to be that way. This gives you an insight on how they usually work, cope with stress, deal with external and
internal forces, and overall, their future in your business.
When hiring a virtual assistant, make sure that they have the same goals as you: are you looking for someone that
will do the job for a certain amount of time? Then make sure the virtual assistant that you’re hiring is in it for the
long haul. Are you needing them for a short time only? Then assess if you VA is okay with a short term job.
If you need someone for long term projects, make sure that they’re not doing this just so they can ‘get experience’,
but instead hire someone that is ready to buckle down and won’t be going anywhere or won’t be doing anything that
might interfere with the project. If you need someone for a short term project, make sure this is clear to them and that
you are sure they are okay with the short term work.
This lets you find out what motivates your VA. You want a VA who can rise to the challenges of the job, and one who
will find the job interested enough to be better, and perform well. Furthermore, with this question, you will find out
if the candidate knows anything at all about your company and what you do. Brownie points should be given to
Those who do their research.