Overview
Hiring? I’ve got that locked down. This project included a full hiring setup to bring in a top-notch Social Media VA. I developed a compelling job brief, crafted a hiring questionnaire to vet candidates, and designed a scorecard for interviewers to make informed hiring decisions. Everything was systematized, ensuring the best person was hired without the CEO having to wade through a hundred applications.
Overview
Hiring? I’ve got that locked down. This project included a full hiring setup to bring in a top-notch Social Media VA. I developed a compelling job brief, crafted a hiring questionnaire to vet candidates, and designed a scorecard for interviewers to make informed hiring decisions. Everything was systematized, ensuring the best person was hired without the CEO having to wade through a hundred applications.
Overview
Hiring? I’ve got that locked down. This project included a full hiring setup to bring in a top-notch Social Media VA. I developed a compelling job brief, crafted a hiring questionnaire to vet candidates, and designed a scorecard for interviewers to make informed hiring decisions. Everything was systematized, ensuring the best person was hired without the CEO having to wade through a hundred applications.
Overview
Hiring? I’ve got that locked down. This project included a full hiring setup to bring in a top-notch Social Media VA. I developed a compelling job brief, crafted a hiring questionnaire to vet candidates, and designed a scorecard for interviewers to make informed hiring decisions. Everything was systematized, ensuring the best person was hired without the CEO having to wade through a hundred applications.
Everything was systematized, ensuring the best person was hired without the CEO having to wade through a hundred applications.
Everything was systematized, ensuring the best person was hired without the CEO having to wade through a hundred applications.
Everything was systematized, ensuring the best person was hired without the CEO having to wade through a hundred applications.
Everything was systematized, ensuring the best person was hired without the CEO having to wade through a hundred applications.
Let’s be real, hiring a good Social Media Virtual Assistant isn’t as simple as throwing up a job post and picking the first person who applies. If you want someone who actually knows their stuff and can help you strengthen your online presence, you need a structured hiring process.
Let’s be real, hiring a good Social Media Virtual Assistant isn’t as simple as throwing up a job post and picking the first person who applies. If you want someone who actually knows their stuff and can help you strengthen your online presence, you need a structured hiring process.
Let’s be real, hiring a good Social Media Virtual Assistant isn’t as simple as throwing up a job post and picking the first person who applies. If you want someone who actually knows their stuff and can help you strengthen your online presence, you need a structured hiring process.
Let’s be real, hiring a good Social Media Virtual Assistant isn’t as simple as throwing up a job post and picking the first person who applies. If you want someone who actually knows their stuff and can help you strengthen your online presence, you need a structured hiring process.
Lucky for you, I’ve got one.
Lucky for you, I’ve got one.
Lucky for you, I’ve got one.
Lucky for you, I’ve got one.
Here’s how I do it:
Here’s how I do it:
Here’s how I do it:
Here’s how I do it:
Step 1: Get Clear on Why You’re Hiring
Before we even start looking for candidates, we get crystal clear on why this role exists.
Step 1: Get Clear on Why You’re Hiring
Before we even start looking for candidates, we get crystal clear on why this role exists.
Step 1: Get Clear on Why You’re Hiring
Before we even start looking for candidates, we get crystal clear on why this role exists.
Step 1: Get Clear on Why You’re Hiring
Before we even start looking for candidates, we get crystal clear on why this role exists.
1.
The problem we’re solving:
1.
The problem we’re solving:
1.
The problem we’re solving:
1.
The problem we’re solving:
1.
Our social media is underutilized, and engagement is inconsistent.
1.
Our social media is underutilized, and engagement is inconsistent.
1.
Our social media is underutilized, and engagement is inconsistent.
1.
Our social media is underutilized, and engagement is inconsistent.
2.
The goal:
2.
The goal:
2.
The goal:
2.
The goal:
1.
Find a VA who can take our online presence to the next level.
1.
Find a VA who can take our online presence to the next level.
1.
Find a VA who can take our online presence to the next level.
1.
Find a VA who can take our online presence to the next level.
Step 2: Set the Timeline & Requirements
No wishy-washy hiring process here. We set deadlines, outline key technical and soft skills, and make sure we’re only attracting candidates who actually fit the role.
Step 2: Set the Timeline & Requirements
No wishy-washy hiring process here. We set deadlines, outline key technical and soft skills, and make sure we’re only attracting candidates who actually fit the role.
Step 2: Set the Timeline & Requirements
No wishy-washy hiring process here. We set deadlines, outline key technical and soft skills, and make sure we’re only attracting candidates who actually fit the role.
Step 2: Set the Timeline & Requirements
No wishy-washy hiring process here. We set deadlines, outline key technical and soft skills, and make sure we’re only attracting candidates who actually fit the role.
Step 3: Application & Screening
Candidates fill out a hiring questionnaire. We ask for their resume, portfolio, and specific answers that give us insight into their skills and experience. This step weeds out unqualified applicants before we even hit the interview stage.
Step 3: Application & Screening
Candidates fill out a hiring questionnaire. We ask for their resume, portfolio, and specific answers that give us insight into their skills and experience. This step weeds out unqualified applicants before we even hit the interview stage.
Step 3: Application & Screening
Candidates fill out a hiring questionnaire. We ask for their resume, portfolio, and specific answers that give us insight into their skills and experience. This step weeds out unqualified applicants before we even hit the interview stage.
Step 3: Application & Screening
Candidates fill out a hiring questionnaire. We ask for their resume, portfolio, and specific answers that give us insight into their skills and experience. This step weeds out unqualified applicants before we even hit the interview stage.
Step 4: Scorecard & Interview Process
Every candidate is evaluated using a structured hiring scorecard. No “gut feelings” here, we’re making data-driven hiring decisions.
Step 4: Scorecard & Interview Process
Every candidate is evaluated using a structured hiring scorecard. No “gut feelings” here, we’re making data-driven hiring decisions.
Step 4: Scorecard & Interview Process
Every candidate is evaluated using a structured hiring scorecard. No “gut feelings” here, we’re making data-driven hiring decisions.
Step 4: Scorecard & Interview Process
Every candidate is evaluated using a structured hiring scorecard. No “gut feelings” here, we’re making data-driven hiring decisions.
We break interviews down into technical and soft skills questions. Each question has a clear intent behind it so we can assess candidates properly.
We break interviews down into technical and soft skills questions. Each question has a clear intent behind it so we can assess candidates properly.
We break interviews down into technical and soft skills questions. Each question has a clear intent behind it so we can assess candidates properly.
We break interviews down into technical and soft skills questions. Each question has a clear intent behind it so we can assess candidates properly.
Step 5: Trial Tasks (With a Purpose)
We don’t believe in giving candidates random busywork just for fun. The trial task options are selected based on actual needs for the role, ensuring we see their real-world skills in action.
Step 5: Trial Tasks (With a Purpose)
We don’t believe in giving candidates random busywork just for fun. The trial task options are selected based on actual needs for the role, ensuring we see their real-world skills in action.
Step 5: Trial Tasks (With a Purpose)
We don’t believe in giving candidates random busywork just for fun. The trial task options are selected based on actual needs for the role, ensuring we see their real-world skills in action.
Step 5: Trial Tasks (With a Purpose)
We don’t believe in giving candidates random busywork just for fun. The trial task options are selected based on actual needs for the role, ensuring we see their real-world skills in action.
Step 6: Job Description & Posting
Once everything is dialed in, I’ve got a job description ready to go—one that clearly communicates expectations and can be copied straight into job boards.
Step 6: Job Description & Posting
Once everything is dialed in, I’ve got a job description ready to go—one that clearly communicates expectations and can be copied straight into job boards.
Step 6: Job Description & Posting
Once everything is dialed in, I’ve got a job description ready to go—one that clearly communicates expectations and can be copied straight into job boards.
Step 6: Job Description & Posting
Once everything is dialed in, I’ve got a job description ready to go—one that clearly communicates expectations and can be copied straight into job boards.
Why This Works
This isn’t just a hiring process, it’s a strategy to make sure we bring the right VA onto the team efficiently and effectively. No wasted time, no bad hires, just the perfect fit.
Why This Works
This isn’t just a hiring process, it’s a strategy to make sure we bring the right VA onto the team efficiently and effectively. No wasted time, no bad hires, just the perfect fit.
Why This Works
This isn’t just a hiring process, it’s a strategy to make sure we bring the right VA onto the team efficiently and effectively. No wasted time, no bad hires, just the perfect fit.
Why This Works
This isn’t just a hiring process, it’s a strategy to make sure we bring the right VA onto the team efficiently and effectively. No wasted time, no bad hires, just the perfect fit.
Need help setting up a seamless hiring process? Let’s talk.
GET IN TOUCH
Need help setting up a seamless hiring process? Let’s talk.
GET IN TOUCH
Need help setting up a seamless hiring process? Let’s talk.
GET IN TOUCH
Need help setting up a seamless hiring process? Let’s talk.
GET IN TOUCH