Step Five

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STEP FIVE

V.A. !nterview Best Practices » Create a checklist for the above steps. You can use this each time you hire a VA or can give it to any of your colleagues who may need a hand. People also work morę effectively following a to-do list.

» Full-Time V.A.’s obviously offer morę attention and usually deliver on assignments quicker.

» If your VA’s salary seems too high, don’t be scared to pffer a slightly lower salary to start. V.A.’s may accept a lower salary to begin with, if you are willing to raise their ratę as they prove themselves.

» Never forget you are dealing with a real person. They are trying to do the same thing as you - earn a living. Treat them like you would like to » Create some kind of document (a spread sheet is easiest) to track all of your candidates. That way you can keep all your notes in one place. » When you first email your candidates keep an eye on how fast they respond to your emails. This is important because if they are not prompt when theya re trying to win your business, why would be once they already have?

» If you can’t understand your V.A.’sa writing you might want to move on. Even if you don’t need them to write anything it will effect the communication between you two.

» There are a LOT of VA’s out there, if you don’t feel comfortable with one when interviewing - then move on.

» Remember your V.A. may recognize different holiday’s than you - so always good to find out in advance what days they definitely need off.

» Since you won’t be interviewing that many people, it is a good idea to sent polite rejection emails to the other V.A.’s. The reality is, your first hire probably won’t be your last hire, so no reason to burn bridges with other potential prospects.

Killer Tip: Ifyou want to considerably speed up the interview process -go with a Skype cali. Ifyour V.A. is worth their salt they will be able to use Skype for a voice/video chat. This is a quick and easy way to not only interview your 1/A, but to get to know them.