In this training, I cover my process for finding, qualifying & hiring the best team members.
- 00:53 – Do you have enough money to make a hire?
- 02:02 – Your ‘Effective Hourly Rate’
- 08:32 – Your new employees job duties
- 11:08 – Personality Traits
- 13:32 – How much should you pay them?
- 16:20 – How to actually find a quality employee
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What’s up guys? Daryl Rosser here. Welcome back to one of these crazy whiteboard videos. And in this one, I want to talk about how to hire your first team member. So this is a big thing that comes up a lot, and a lot of people seem to really struggle with it. They’re really stuck like, “Am I ready to hire one yet? How much is it going to cost me?” and all that sort of stuff. So I want to talk about hiring your first team member in this video. And to start off, the most important thing of all is, are you actually ready to hire a team member? Yeah. So a lot of people really want to jump ahead and start hiring straight away and be like “Scale, I’m going to hire this person, I’m going to scale up”, and I’m like slow down a little bit.
You’re going way too quick. So how do you know if you’re actually ready to hire someone? Well, one of the easiest ways of course is, are you actually making enough money right? It starts with the absolute basics, of course, right? Do you actually have enough money to hire someone? Now obviously you get the whole VC funding model where you grease some money off someone and blow all that and build up a team and then hopefully get profitable later before you run out of money or raise more money and that sort of business. But let’s talk about entrepreneurs, let’s talk about people like us, right? People, that are actually going out there and sell funding around businesses rather than trying to ask someone else for money, right? You need to actually have enough money obviously. It’s common sense to pay someone to hire them, right?
You don’t really want to go in the red. You want to have enough profit coming in. So that’s very, very obvious, right? And the problem I see most people making is they have enough profit, but they’re like, “Yeah, but I’m not sure if I should take that risk.” OK? So they’re like, their argument is, and I understand I did the same thing myself, is I have say $5,000 profit a month. Now if I hire someone that’s going to cost me, I don’t know, $2,000 a month profit, now $2,000 of that $5,000. That’s almost half that is gone immediately. Maybe, it is half after you’ve taxes and what not, maybe half of that money is gone. So I lose half of my profits, right? That’s the argument that I see a lot of people struggle with. Now that isn’t true. OK? That’s false.
So let me introduce you to a concept that I mentioned in another video before, but it’s called EHR. And EHR stands for Effective Hourly Rate. So what this means is how much money you effectively make per hour. And what this means is basically how much money do you make per hour? OK? Not revenue. So what you want to do is write down everything you work on over say a two week period. Write down every single thing and write down how long each individual thing takes you to complete. Now, over this two week period, you’re going to figure out exactly how much time you’re spending working. Specifically, not just around like five hours a day or six hours a day or their eight hours a day, right? How many hours are you specifically working, not sitting around pretending you’re working, nor watching videos on Youtube.
How much time do you actually spending working? Once you figure that out, figure out how much profit you’re making in your business. How much profit are you making in your business? Not revenue. Like you have to take away the costs of whatever you’re spending your money on. Resources, services, team if you already got some people, probably not because the video is how to get your first team member. But anything like that, right? What is your profit after that? OK. Now divide that profit by number of hours. So if we say that you’re making say $10,000 a month profit, OK? Not too bad, OK? And then we divide that by how many hours that you’re working, right? So we’ll say a 100 hours a month because it makes maths much easier. OK? So that means that your EHR is $100, OK? So you’re making $100 effectively per hour. You’re making $100 for every hour of work that you put in.
And that’s basically what the numbers are trying to show. OK? Now here’s where this gets interesting. You know that you make $100 per hour that you personally work, OK? I’m presuming you have a scalable business, which is another faculty really need to look at, right? Presuming you have a scalable business, what this means is if you’re making $100 an hour, well if you can hire someone then for say $5 an hour or $10 an hour, right? Who cares, right? That’s only 10% or 5% off your hourly income, right? And what’s going to happen then, right? It’s not even about that, right? Because obviously, you know, then OK, that’s effective, that’s much cheaper than you doing it yourself, right? But aside from that, what happens when you hire someone for say $10 an hour? OK. Well, you hire someone for $10 an hour, you’re currently working a 100 hours.
Well, the hundred is going to drop, right, because obviously they’re going to take away a lot of the crappy work you don’t want to do. They’ll all do the work that isn’t worth $100 an hour for you to work on, right? So they’re going to take away some of that time and then you’re going to still work 100 hours a month or how many hours? Probably more than 100 hours, it’s not many. But you get my point, right? You’re going to work more on the things that actually make you more money. So what’s actually going to happen is your effective hourly rate is actually going to go up, and maybe by hiring someone your EHR is going to become $200 an hour, and suddenly you’re working the same number of hours, but you’ll bring in twice as much money. And what this is about guys, is just simple scale, OK?
Rather than working on all the crappy tasks like managing PBNs and all the different services and emailing back and forth with stupid client questions or anything like that. You don’t have to deal with that crap anymore. You can focus on like researching new niches to go into for your affiliate sites, or you can focus on sales and closing new clients. You can focus on the things that basically bring in the money rather than all the little crappy things, OK. So I talked about it in a separate video on scaling before. That’s basically the point, right? If you know your EHR and you hire something for less than that, and you win basically every single time. OK? It’s as simple as that. So let’s just say then that you obviously have the money. You have enough profit. It doesn’t have to be a ton of profit.
But you have enough profit to hire that person. OK? Yes, there’s going to be a dent in your profit, but who gives a crap because it’s going to add more profit, right? If this person you hire isn’t adding more than they’re costing you within a matter of maybe 6 to 12 months, depending on the skill level you’re hiring at, if you hire an apprentice, for example, it’s going to take a little bit longer to train them up, but if you’re hiring, someone that’s say a sales expert, if they’re not adding that money back in like three months time you hired the wrong person. Fire them and hire someone else, OK? They should be adding more value than they’re taking away, right? It’s an investment in hiring people, not a cost, OK. So presuming you have enough profit right now to make the decision and actually hire someone, right, you know that your effective hourly rate is much higher than the person that you’re hiring is going to cost you on an hourly rate, right?
And of course you have work for them to actually do, right? So you have some stuff that they can work on that’s going to actually add value. So then you can focus on things that add even more value, OK? So presuming you have the money, you have work for them to do and you know your effective hourly rate, so you know that this makes sense, then hire someone, OK? For goodness sake. It’s that simple. It’s not that complicated. Most people overcomplicate the crap out of this. If you have this situation, then it makes sense to hire someone. That doesn’t necessarily mean it makes sense to hire someone for the specific thing you want them to do, OK. So for example, for the longest time I tried to hire writers to write content for my sites and what I realised is that it was actually a really dumb thing to do because yes, I got it a little bit cheaper if I brought it in-house.
But what I realised is that I couldn’t scale. OK. So if you had to look at how much content I needed on a monthly basis. Right? So each month here, right. What happened is one month it’d be super high like I need a ton of content, we’re in the middle of launching a new site or anything like that. The next month would be like way less. Then it’d be a little bit more and then it’d be like way less and then the next month it’s like a ton again for launching a new site, right. That’s kind of how my content schedule works, and it’s really, really dumb. And what happened is one person couldn’t handle my content, so I’d hire extra people on a contractual basis as a service for like a certain month, so you can do a launch. And then we downgrade back to that one person again, and then we’d upgrade, and I try to hire more people, and it just got messy, OK.
I didn’t have enough work for more people. OK. So just up and down, up and down, up and down because it wasn’t really a consistent level I was doing content at, right. So what I realised was I just got rid of the writers, just use services all the time. It became easier because I don’t have to manage this person, I don’t have to give them work, I don’t have to keep them busy. And I mean the whole thing was basically just much, much easier to run. Yes, I paid slightly more money for the content, but who cares? My life becomes a lot easier, and it was a much smarter decision. OK. So also consider that. Do you actually need to hire someone or is it easier and more effective for scaling to just use a service, OK. It’s one thing to consider. Right? But let’s talk about hiring. Let’s talk about actually how you can go out there and start hiring someone.
And let me clear the document. All right. OK, cool. So first steps, right? Very simple. Who the heck are you hiring? OK, so who are you hiring? And by who I mean more specifically where they’re going to be working on. Let’s start with what they’re gonna be working on. We’ll expand more into that in a second. OK. So what are they going to be doing? OK. So for example, if you’re hiring someone to manage your clients, then don’t just say, “I’m hiring someone to manage my clients.” What exactly are they going to be doing? So if they’re going to be managing your clients, then it’s going to be responding to email. OK. So actually draw an email thing, it’s much easier. They’re responding to your emails. Maybe they’re going to be doing some phone calls. I don’t know how to draw a phone.
So I just put phone, OK. You’re going to be doing, I don’t know, sending reports, OK. So sending reports every month to your clients about what’s happening with their rankings, everything like that. Right. And what’s really helpful, by the way, if you go back to what I mentioned in the beginning of this video, which was write down everything you’re working on over a two week period and how much time it takes you then it shows you how much time you spend actually working. Look at the things that cost you the most time. OK. So what is the most inefficient use of your time? What do you spend a ton of time on? Maybe it’s sending reports, maybe it’s phone calls or clients, maybe it’s sending emails. That isn’t really that effective, that isn’t making you that whatever your requirement for your EHR is. So right now there’s $100 an hour, it’s probably less. Most people start off around maybe $20 an hour, which is ineffective, right?
So if you want your earnings per hour to be say $100 an hour, figure out which specific tasks earn which amounts per hour, and anything that’s less than that, so anything that’s less than say 100, just scrap it. So if it’s reports, OK, scrap that. Hire this person to do reports. If it’s phone calls, scrap that. If it’s emails, then scrap that as well, right. It’s basically figuring out what exactly you shouldn’t be focusing your time on. So figure out what exactly this person will be working on. It should be pretty closely relevant. OK. So it doesn’t have to be exactly just one singular thing. So for example, I have a video editor, right. He edits video, audio and he does graphic design and everything for us, OK. He’s not just strictly on video. He has skills that kind of translate across both. So he does all sorts of stuff like that, he designs documents and stuff. All different things like that, right.
Now I don’t ask this guy to get on the phone, I don’t ask him to do emails and support and anything like that because that’s not his skill set. Right. But it is a whole different bunch of things so you can ask someone to manage your clients and deal with the reporting and all the different things like that. But if you want this person to actually do say SEO, it’s probably not the right type of person, someone that manages the clients is different for someone that rank sites usually. Sometimes people can do both. I do both of course, but usually people have like a strength in one or the other. They usually can’t do both that great. OK. So you want to hire someone more specific for that role. Right. And that kind of leads into the next thing. So the first thing you need to know is what exactly are you hiring for, common sense really, but a lot of people don’t know, they’re just like, “I’m going to hire someone to manage my clients”, and they have no idea what specifically that work involves. So that’s really, really dumb. OK.
So what exactly will they be working on? Next thing I think is important is traits. OK. So based on the position that you’re hiring for, what traits do they need to be able to pull off that position? OK. So if you’re hiring someone that’s say a community manager, you have a Facebook group like me, you have a forum or anything like that. You’re hiring a community manager. Which traits do you think are important for hiring a community manager? Do you think it’d be very helpful if they’re very shy and introverted? Probably not. OK. Maybe they can do it because it’s online based, but probably not. OK. You think it’s going to be helpful if this is the sort of person that just really doesn’t like working with people, just like to sit alone and work by themselves, and not really interact with people. Do you think that’s going to help you as a trait for a community manager?
Of course not. Right. So which traits will help? Well, they have to be a pretty social person. Right. And if this is web-based, like on a forum and stuff, they’re going to be a pretty decent writer, a pretty engaging writer anyway. Right. And different things like that, right? Which traits are obvious that you need for this position? If I hire a web designer, graphic designer, I need someone that’s pretty creative, right? It’s kind of obvious. They need to actually be a creative person, OK. Common sense. But again, it’s very easy to overlook this stuff, it’s very easy to get caught up in the moment of hiring someone, and you’ll be like, “Wow, this person seems really cool. They seem really likable. They seem like a great hire.” And that may be true, but not necessarily for the position, you’re hiring for. OK.
And that’s kind of how I map it out. So I know initially, OK, this is one thing that I’m wasting a ton of time on. I’m wasting so much time on managing the clients. OK. So I decided OK, let’s hire a client manager. Here’s all the things they need to work on as a client manager, OK. Now which traits are important for them to manage my clients? Well, I want them to be the friendliest guy on the planet. OK. If they’re going to be dealing with my clients, I want to make my clients feel welcome and warm and happy, alright. They’re actually dealing with this, OK. So I want them to be super, super friendly. I want them to be pretty talkative and social and stuff. I want them to actually reach out to my clients and enjoy chatting with them and everything like that. Right. So consider what traits will help them do the work that you want them to do.
OK. Make sure you get the right people. I don’t just hire someone because they’re cool and because they’re friendly because I’d hire a whole bunch of people. Right. There’s a lot of people that are really epic people, that I haven’t hired, because they’re not the right traits for the position that I want to hire for. OK. And the final thing you may want to consider really depends, but it’s how much you can pay them. OK. So what this will kind of influence is whether you’re hiring and say someone in say the Philippines or Eastern Europe or in a Western country like the US or the UK or anything like that. Right. So you may want to consider that as well, and kind of what you can allocate towards paying this person and that’s also going to influence how good they are. OK.
Now, not necessarily. I’ve hired people from the Philippines that are incredible. They’re really epic people, the guy that edited this video, which is a very basic video, so it’s not a good example, but the guy that edits all my video does all the graphic design and everything like that. He’s in the Philippines, he does an amazing job. He has very little input from me. I just send him a bunch of stuff, and it’s like, “Here, have this, edit it and make it cool for me” and it just comes back, and it’s epic, OK. So you can get amazing people. The guy that designed the Lion Zeal website, a Filipino, did an amazing job with it, OK. You can hire great Filipinos, you can hire great people in other countries, but generally speaking, there is a difference between the quality between when you hire someone in the US or the UK versus say the Philippines. And that’s obvious based on the pay difference, OK.
So you can hire people that are from the Philippines and stuff that are just as good as in the West, and then you just pay more for it, which is fair enough because they’ve got the skills, OK. So, generally speaking, how much you pay is obviously going to influence how good they are. You can obviously hire people for as little as $400, $500 a month in the Philippines and they do a really, really good job, which obviously you can’t get in the West, so consider that as well. And when I say hiring your first team member, I class my VAs as team members. I class Filipinos as team members, they’re just team members based in the Philippines, they’re just team members in Eastern Europe, wherever they’re based, right. I don’t really care where they’re based. They’re still members of my team. I’m not like, “OK, these are separate guys that are paid less and then this is my actual team over here”, right.
I don’t separate it like that. VAs are team member’s, OK. And some of them can do an amazing job. You just got to hire the right ones, OK. So that’s the three main things to consider. What exactly are they going to be working on, what traits are required to do that well and how much exactly are you going to be willing to pay them. And of course, the other thing to consider is if you actually want to hire someone on say a full-time, a part-time basis or you can still use contractors and services and anything like that, that still works perfectly fine, OK. So if you’re not quite ready, you don’t have enough work for them to do on a full-time basis, just hire them part-time. That’s totally fine too. Um, the other thing to consider though is every single time I hire someone I’m like, “I’m not really sure if I’m going to have enough for them to work on”, and most of the time I’m wrong, OK.
So most of the time there is extra, but feel free to start on a part-time basis. And in some cases I have hired someone on a contractor basis, then eventually switched them to full time because they just had so much to work on. OK. So play around with that. You don’t need to hire them full-time to start off. OK? So let’s talk about actually doing the hiring now. Let me clear my screen one more time. OK. So I have a very, very simple tip for hiring that’s going to make your life a lot easier. And that is to vet the shit out of everyone you hire. OK? So for example, here’s what happens when I hire a graphic designer. This is what I actually did not long ago. OK? So graphic designer. What do I do? I post an ad, OK? So I’ll just put big square here “ad”, OK? And inside the ad, it has a little test thing.
It says something along the lines of like, “Hey, just to show that you’ve actually read through the ad and the requirements, then include this word and I don’t know what it is, it’s Pikachu, maybe, I don’t know, but whatever. So OK, include the word Pikachu, OK. Now I know that they actually read the ad, if they’ve included the word Pikachu or whatever word asked them to include, right? So they include that word, so I’m like, OK, cool. That’s going to eliminate guys probably a 50%. So 50% of people or more will not include that word Pikachu. It’s ridiculous. There are people that apply and they don’t even know what position they’re applying for. That just happens. OK. So I’m going to eliminate half the applicants just by people that don’t even give a shit that are just mass-applying to jobs. OK? So get rid of all them.
Next up, I want to have them do some sort of test, OK. Now I’m really vetting these people, so it depends on the position, but one of the easiest things you can do right now, I’m at the beginning is just send them a test of doing whatever it is you want them to do. OK? So it’s a graphic designer, you usually want to test traits and stuff to see if they can do whatever it is I want them to do. Right? So if it’s a community manager and stuff, I want to test kind of how social they are which is a little bit more complicated. So let’s just focus on this example now. All right, so a graphic designer, I’m going to say, “Hey, design me some graphics.” OK? And that’s a stick, man. That’s a very, very bad. Hence that’s why I’m not a graphic designer, OK.
Hey, design me a banner ad. Design me an image of some sort, right? Design me a logo maybe that’s a bit much, right? We’re going to give them some small little example that I think will take no more than say 30 minutes. And then say, “Hey, design me this”, right? What am I doing here? I’m finding out if they are actually any good at what they do, right? It’s so much easier than, “OK, apply for this ad, get on a call with them and then do a phone call interview”, right? Screw that shit. OK? I don’t want to spend hours and hours and hours in the next couple of weeks just doing phone calls all day long, right? So I want to eliminate as many people as I can before I ever go on the phone with them. It’s not worth the hassle. OK? So they’re going to design these ads and what’s going to happen is they’re going to ask every single person to do this, I’m not going to use them.
I’ll be very strict like do not use these things. That’s just ethical, really, right? I don’t want to steal their work, OK. So only use the one from the person that you hire, but many times I ask them to design something like made up thing, I don’t really care about using it, OK. Then out of that, I’m going to pick the best five, OK. So the best five examples. So we’ll say three to five. The best three to five examples. Going to ask them, “Hey, let’s go to the next step, right?” So after that, I’m going to send them to a form, OK? And just give me a page with a few different fields to fill out, blah, blah, blah, blah, blah. And what this is going to do, it’s going to ask them a few final questions to figure out if I actually want to hire them or not, get a good idea anyway.
And then it’s going to ask them like for the information of when they can be available for a Skype call. OK? So after that, then we do the Skype call. OK? And at this point, I’m interviewing maybe three to five guys max. Usually just three of them, OK. So I go through all this information and decide, OK, this person seems interesting, let’s hire this person, OK. And then we get onto Skype, and I interview them, and then I figure out if I want to hire them, it’s going to be a maximum of three people. OK. After that, then it goes, two-week trial. And then I decide we do a two-week trial and see how good they and at the end of it I say, “OK, let’s continue.” If not like, “Hey, it’s been great, but sorry this doesn’t work out”, go back to this again and just pick someone else. OK? But that’s all I do, OK.
Actually, I think there’s another form at the beginning before we get to the test the image, but it doesn’t matter. Right. That’s basically it, right. The whole idea here, it doesn’t have to be exactly the way I did it here, but the whole concept is that I vet the crap out of people before I hire them. It doesn’t matter if it’s someone from the Philippines at this graphic design example or someone from the US, the UK or anywhere else. OK. I always make sure to vet them. Now when I’m hiring, say apprentices I have them do tests, have them write articles if it’s like for a writing sort of position. I then do different interviews with myself and different members of the team and they do all sorts of stuff. I really, really vet the crap out of this person before I hire them because I want to make sure they’re a good culture fit.
You’re going to be working in-person, and I want to make sure that they’re actually very good at what they do or at least very good at growing into that position, OK. So that’s basically the main sort of advice I have for hiring people. Make sure obviously the preliminary things, make sure you actually have the money, make sure they can add more value. Make sure you know your numbers and your EHR and everything to know it’s actually going to work out. And then of course if you actually want to hire someone full-time rather than using a service, you need to think about that in advance. Then just vet the crap out of them when you hire them. It’s really simple, right? As for sites I’m using for hiring people, OnlineJobs.ph is a good one. I’m just going to write online jobs rather than the whole thing. UpWork is cool. UpWork is not really for full-time people, you don’t really hire full-time people over there.
What I would do there is I would hire someone say to design a bunch of graphics and edit some videos. OK. On a short-time contract basis, OK. Then after that, if they’re very good, then they’re going to upgrade them to pay them full-time or part-time. OK. I don’t start off hiring full-time there. OK. Another site is JobRack, and I’ll include the links below. Don’t worry about trying to read my terrible handwriting here. I’ll include the links below the video. Don’t worry about this. But JobRack.eu if you want to hire people in Eastern Europe. You can get some really great people there as well. And that’s kind of the main three that I’m using, there’s other places, like actually just using my community. OK. So actually just going into communities. So obviously we’re SEOs. Just literally go into SEO groups and communities. Be like “Hey, I’m hiring someone.”
OK? And that’s what I’ve done for hiring apprentices, it’s working very, very well. Got some amazing people from that, but that’s kind of the main four sources that I’ve gone through and hire people from, in the last year or so. And I’ll say OnlineJobs.ph specifically, I’ve hired amazing people from the Philippines for this. If you want to hire like a Filipino for your team, it’s a good place to start. But they kind of suck most of them. OK. So I’d be up front. Most of them really, really, really suck. OK. So what you have to do is kind of wait through all the crap, OK if you want to hire someone good. OK. So just make sure that you’re vetting the crap out of them, OK. So you have an ad that says, “Hey, include the word Pikachu or whatever in your application letter”, OK, then they with apply that. Get rid of all the shitty ones that don’t do that.
Then you’re sending them to some sort of test, right? It could be designing an image, right. And usually, what I’ll do for the test, by the way, it will be a form. OK. So it’d be like a form, and then it will say, “Hey, do this, do this, do this, like fill in your name, email, answer this question, answer that question, right? And it’s a good way of getting some information out of them. After they’ve done that, then it’s like OK, now complete this test for me, OK. So design this graphics image and put the URL here or something like that. And that will be kind of on the form, OK. That’s usually how I’m doing it. If it’s something a bit more like editing a video or something like that. Then I usually have the form, and then I reach out to them afterwards and manually ask them, or someone on my team does anyway to ask them to create this video as part of the test, OK. But that’s basically it. So this form would just ask them for their name, email. I ask them different things like what’s the typing speed? If you’re hiring someone, some of these guys apply, and their typing speed is like 36 words per minute, OK. 36 words per minute is ridiculously slow.
It’s ridiculously, OK. Like if they’re typing 36 words per minute they’re not going to be fast on the computer, which means everything is going to take forever, don’t hire them. Another good thing to ask them is about like their internet reliability and different things like that, OK. I like to ask them things like that, so I just get a rough idea of how well they’re going to be able to work and different things like that, OK. And then we ask them obviously to do the test, and that’s the main thing. The questions and stuff give you a little bit of an idea. Like I ask people to do some little tests sometimes inside the form. So sometimes it could be like I hire say an assistant, OK. And my assistant has to help me booking flights and stuff like that.
So I ask them like, “Hey, what process would you go through for finding me a flight if I was getting from here to here. What questions would you ask me, what do you look for, what process would you go through?” OK, very quick way of figuring out how exactly they think what exactly they would do, OK. So it is a very easy sort of test that I included inside the form. Other times you just say, “Hey, design a banner ad for this. Here’s an example of what it should look like. Here’s the text that should be on it, design that, include the link here to Dropbox or whatever once you upload it”, OK. Then they design that, right? But as you review this and see how good they do, it’s very easy guys, if you suck at graphic design, by the way, you can actually just compare them against each other and see which one is better.
It’s very obvious to know which one is better, even if you don’t know how to design graphics yourself. And for writing, ask them to write an article, don’t do this in the form. It’s a bit rude, OK? But reach out to them afterwards, “Hey, can you write a 500-word article with this headline about this topic”, OK. Compare each of them against each other. So ask three to five people to write this article, compare them against each other to see which one’s better, you don’t have to be a good writer. Just compare them, right? You just judging, you’re not really doing it yourself, right? Compare them. Pick the best ones. OK, let’s do a Skype interview. Fill out this form, and you move on. Right? But honestly, it’s not that complicated, OK. Vet the crap out of them. Figure out if they’re good or not. Get them on Skype for the interview after you’ve done the vetting process.
It’s just a last check before you hire them, just do a quick Skype interview and stick them on a two-week trial. If they’re very good, great. Continue working with them after the two-week trial. If they suck then end it there and then. But that’s basically my hiring process. It works for VAs, it works for apprentices, it works for anything like that. The biggest mistakes you’ll make is when you just kind of skip this process and you just try and hire someone directly. Where it’s like an ad, then Skype interview and then hire. OK. You’re going to miss out on a lot of things, OK. By actually testing them and running them through different forms and steps and everything like that you get to see firstly, are they committed enough to actually follow through all that stuff because it’s a lot of crap. OK. And then secondly, you get a really good idea by directing them through this whole process of who they are as a person and how exactly they’re going to perform because you’re giving them like forms to fill out, you’re asking them to do like a graphic, etc.
You ask them to do some sort of test and some of them I actually ask them for the submission, they have to record a video and send a video of themselves and why they want the position. It’s really getting a good idea of who this person is. All right. But that’s pretty much it guys. That’s how I’m hiring people today. I really hope this is helpful and I really encourage you, if you have kind of been putting this off for a while, you have the money there, you know exactly what they need to work on. You know your EHR, you know it’s going to be profitable when you hire someone, then just go for it. There’s always going to be reasons why you can’t hire them. Maybe it’s going to be really expensive, maybe you’re not sure you have enough work for them to do.
Maybe you’re not sure how to manage people. There’s always going to be a reason why you can’t. But look for some reasons why you can and just take that plunge. In the worst-case scenario, you just end it after a two-week trial or whatever. Right. So if you’re hiring someone that works remotely, who cares, stick him on a two-week trial first, then end it after two trials if it doesn’t work out or continuing ideally, right. If you’re hiring someone in person like I do, then I usually have say a three to six month trial period where we work in-person. Then after that, again, we decide if we want to continue after that. Right. So you always leave in these sort of trial periods where you can end it happily. Without really having to fire them or anything like that. There’s deliberately scheduled in a review period, OK. But yeah, that’s pretty much the process. If you’re at this stage, please just make the leap and hire someone, you won’t regret it. It’s going to really help you scale your business and feel free to send me a credit as your business grows and you get a lot of value out of it. Right? I’m just kidding guys. I appreciate you guys checking out the video. Hope you got some value out of this and I’ll see you in the next one.