Hiring remotely presents a unique set of challenges. But if you're able to find people that are the right fit for your company, the trajectory of your business can only go upward, allowing you to run your company like clockwork, and give you the freedom to focus on things you're needed the most.
In this episode, Joe shares a highly leveraged hiring blueprint for finding A-Player Virtual Assistants. This system has been put through its paces at Digital Triggers, resulting in long-lasting first-rate hires.
Joe Troyer 0:40
What is your method to find and screen VAs? So guys, this is a great question. And, and I'd love to deep dive on this one. If that's cool, I can share with you guys the hiring process that we're using right now the hiring process that quite literally, we just ran an executed bringing on two content writers to vas in an AV guy, five people, five or six people were just on boarded using this exact kind of onboarding system for VAs. That sounds like a good a good spend of our time for the next 15 minutes or so. Yeah, good stuff. How many of you guys are in the position where you need to hire some VAs, you need to hire just an assistant, you need to hire somebody to maybe make some calls for you, you need to hire a salesperson need to hire somebody to do some SEO for you. How many of you guys are in a position where you know that you need to hire a good VA is hard to get you only have one, right? So you want more. So that's great, but you got to keep running this hiring process. So when we build out our process, we focus on being able to repeat it over and over. So I'll walk you guys through this, if I think it's not clear. Alright, so. So we call this the remote hiring blueprint. And so the idea is everything that we do at Digital triggers, we're going to test we're going to prove we're going to create a process, we're actually going to do it right. humble, humble concept. We're going to put it through its paces, right, we're going to use it, we're going to find the problems with the processes and systems that we build, we're going to fix it, right, we're going to take it through an alpha, we're going to take it through a beta, we're going to prove it with a small group of people very, very hands on is what I always do, and our systems and processes. And once it's shown its colors, it's made it through right now alpha or beta and the previous steps, then and only then will we release it to the masses, if only more people took the time to actually do this for you guys. We'd have a whole lot better products out there on the market, and we'd all be getting a whole lot better results. So that's what kind of the context for this is. So the goal of the remote hiring blueprint is to give you guys quite literally a detailed step by step process that you guys can follow to hire a players. Okay. And the goal is specifically for remote workers, right? You guys can take this though, and take the same principles and strategies and just tweak it right that that same context, right the same,
the same outlook, if you will, and tweak it, and you guys could do this to hire in person, people. In fact, I've taken the same systems and processes and done this to hire in person people, right and running group interviews that are highly leveraged. And that's what this thing is all about. Right? Having highly leveraged time, so that literally a VA can go and run with this process. And you're just needed at the beginning to specify a couple of things. And then you get the best candidates out the back end of this process, right? And you're able to say yes or no at the end, they're hired or they're not. Okay, and I've done this again, in person to one group interviews where I'll have like 20 or 30 people write live in an interview, I'm not going to run 30 or 20 of these one on one for 30 minutes each. That's a fucking waste of time, right? We need leverage in our business. That's how we scale our businesses, we create systems and processes that give us leverage. Alright, so the way that this works, is essentially around the what we call our five building blocks. All right, so this is all about the the philosophies, and how we sustain this blueprint, guys. This is all the kind of metrics and fundamental understandings and perspectives that we have, and that we agree to going about this blueprint. Okay. We keep things Uber organized as well. There's no point in creating a system if it's not organized. I have tried to create lots of systems over time. And guess what, I'm not the most organized person. So I follow the first time but the second time the process doesn't get followed, because I skipped a step because I'm lazy and I don't follow the process, right. So we got to ensure that this thing is Uber Uber organized in the way that we do. This is we keep everything right inside of Google Drive, right, so we just copy a resource. So we make a job description, we have a template, we need to hire a VA for these five activities, we make a copy of that one, right job post description template, we fill in the blank, and it's ready to go, we then take the scoring card that we have for that position, right, and we make a copy, and we name it for the position and we put it in the date. Okay, now everything's in this new folder with this new position that we're looking for, you know, this very month. Okay, so you guys will see that there's five building blocks. First and foremost is razor sharp clarity. Second is our working principle. So I'm a big, big believer in having the right type of people on your team. Right, if you are somebody, you are something that is all about big picture, you need somebody that's gonna get the details worked out. And if you don't, you're gonna have problems in your business, if you're the visionary entrepreneur, right, you're gonna have a big problem if the systems and processes aren't executed from A to Z, and you don't have somebody on your team that takes care of the details. And the opposite is true, right? If you're an introvert, and you're really good at creating systems and processes, guess what you need to partner with some people bring on some people that will help you cover the areas that you weren't so good at. Right? Like sales, like creating videos, like creating content, like doing what I'm doing right now. Okay, but we also want to find people that are the right fit for our company, meaning they are going to jive, they're going to get along, and they're going to like working with the rest of the team. Okay, this is important all the time. If you don't focus on this, you're going to end up building a company that you don't fucking like, you're going to end up building a company that you don't want to be a part of, you're going to build a company that you don't want to go into work, even if it's virtually ask me how I know. Right? Whether it's successful or not, that will happen, guys. So when you're hiring, you got to make sure that you're hiring based upon working principles as well. Okay, so one of the big working principles for me is value and impact over hours worked. I don't give a shit how many hours you worked. I care about the value and the impact that you brought to the company. Right? If you took off a day, and you still got everything done, and you brought home the bacon, right, you crushed it. I'm gonna pat you on the back, the guy that worked 40 hours and didn't get it done. Sorry. Right. And that's just who I am. And so I know that hiring and looking for team members, right? I'm looking for people that align with our working principles.
right for me, as well, I'm super ADD, I'm always on to the next thing, I need to know that the details are being covered. And somebody's going to follow the system and process. I have no problem slowing down though, as an entrepreneur to help onboard a new team member because they're going to free me up tremendously. And I have no problem answering a question for a team member. First time, second time, no problem, guy. But I do expect that they're going to go to Google, and they're going to do a search to try to answer their questions for themselves. Right? Are they going to try to answer the question themselves, then ask for verification? If that's right, that's super important. You don't want to be getting hit up 10, 15, 20 times a day, saying, Joe, is this the right move? Joe? Should I follow this instruction? That's all in the process. Yes, and trust me, if you've tried to hire and build a team that will happen. You haven't experienced that yet. It's like Oh, shit. That will happen all day long. Every day, so Zach says, I need to come work for you. You do man. We need you on the team. So really think about your working principles and what you believe on what you believe in and what you want the people in your company to believe in. It's, it's, it's kind of some woowoo shit, right? But it's really important. You can get away with building small teams without worrying about this. But I think that what's at risk is your sanity. If you build a company that you hate, trust me, you will you will go and say so an attractive offer, okay, hiring a solid VA or a solid worker for any type of position, you got to have a solid offer. Okay, and you got to stand out from the crowd, guys. So the one of the ways that we stand out from the crowd is there's a video of me well, quite literally just on my my, my phone like this, talking about why somebody would want to work with me. Right and we use that inside of our ads, that sets me apart from 99.9% of other people out there hiring for the same position. Because I'm on video and I'm talking to them, and to be honest, what I'm talking to them mostly about it isn't working principles, their pay, but then also as well, what are the added benefits that you guys could give somebody. So even if you can't afford to pay more than market rate, right, or 10%, or 20%, more than market rate, let's say you can't even afford market rate, you guys have spent thousands of dollars in training. And in courses you can offer to help give those people that training. Right. So this year, we invested in A, B, C, and D training, and that's going to be available to you, you're going to help them up their skills. And that's what they need. Okay, so don't be afraid to flex that and to offer that as a position. Look, we spent a lot of frickin money on this training, right? And you're going to get first hand access to this, and you're going to help us execute this. That's a big, big positive, right? So a pool of candidates is next guys, we gotta have a big, big pool of candidates. If you don't, how are you supposed to send them through a funnel and only end up with the best at the bottom? Okay, so no matter what platform you're using, guys, you should be pushing the envelope with the your pool of candidates. So if they allow you to boost the post, promote the post, right? invite more people and they charge you 10 bucks or whatever for it, do whatever you have to there. So a lot of people say like, Joe, should I highlight? Or should I feature my job post? I don't know, like you want to get the most attention? Of course you do. Right, you don't want to do this 10 times. The next thing is we have a funnel approach. Okay, so everything on the front end is automated. We have canned responses, canned messages, canned emails, and canned test projects for the entire thing. Somebody does a great job. It's like, congratulations, here's what's next, that message is predefined. They do a bad job. It's like, thanks so much. We appreciate your help, we'll consider you in the future for a test project. Or for another project. Guys, we never give somebody a bad review. This kind of contradictory. And for me, this rubbed me the wrong way for a really, really long time. But here's the thing, you pay somebody five bucks to do a test and to get a feel for their skill set. And they screw it all up. And you go on, you know, Upwork or whatever site or sites you're hiring from, and you leave them like a review, like this guy's the biggest dipshit since you know, the Flintstones, what do you think he's gonna say about you? Right? If you light him up, he's gonna light you up right back.
Okay, so do yourself a favor and just drop it, man, let it go. Thanks for your time, thanks for your effort, we'll consider you in the future, right, just leave it neutral like that. Okay, trust me, if you light him up, he will light you up right back, it's not worth it. So just keep it neutral, and keep it moving. Alright, but everything in there should just be completely automated. Okay, so then we get into kind of how we how we build out this entire process. And so the next step is all about the assembling kind of your architecture. So we have everything in very specific places inside of Google Drive folders, right? So step one sign into your Google Drive, create a folder called this right, copy this, make this folder, you know, move this from here to their right. And so this whole thing is processed out from A to Z. Do you guys want to know how I hire? This is it guys, this is literally my step by step system, right. And then we pair this with checklists to ensure that it's done correctly. Again, my goal is to spend 10 to 15 minutes to hire and A-player. The only way that I'm able to do that is by having this thing systematized out from A to Z, and just handing it to somebody on my team that I already hired using this process and say, get it done. Right, get it done. I'm gonna have to let you go. Because at the end of the day, when you put that much sincerity, you put that much detail in a process and it's just like do or die. Somebody's going to figure out how to get the shit done, right? How many of you guys gave a project to a VA? And you're like, yeah, my goals for this project? You know, I'd like to get some Google rankings. And I'd like to do this. And here's an eight hour training that you can watch about this. And, you know, Monday, I'd like to see how things are going. Guys, what do you think your results are going to be outsourcing like that. And unfortunately, that's how I see a lot of you guys trying to onboard and train and test your hires and virtual assistants. Now you got to be specific, right, you got to give step by step you got to define the results that you want, and you got to tell them exactly when it's got to be done. But again, the principles and philosophies are simple is that this thing's got to be a system. It's got to be a funnel. It's got to be strategic. We got to be looking for the right characteristics and people We don't want to hire somebody just for today. We want to hire people for long term right? I've had people working with me that have been with me for four or five, even six years. Right? And I got to tell you guys like to replace that person will take a whole lot of training. Okay, so think about that next time you're hiring a person. Think about what can I do to automate this next time? What can I do to process this next time?