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Business growth is a natural part of any business, and when you’re working in the online space there could come a time where it just isn’t feasible to continue alone – it’s time to hire.

On a recent episode of The Anomalous Educator, I spoke with CEO and Owner at Jobrack, Noel Andrews. Noel understands hiring; his who business is built around helping online entrepreneurs find the best remote talent without breaking the bank.

Noel broke down the process of hiring remote employees into five easy to manage steps, so you can avoid common onboarding mistakes.

Use Freelancer Hiring Platforms 

You may have heard of freelancer services such as Upwork, Fivver and TaskRabbit. These hubs are ideal if you want to unload a few of those jobs that are consuming your valuable time but don’t want to break the bank.

You can hire freelancers that specialise in multiple sectors, from designers and copywriters to personal assistants and marketing experts. “I use that a lot,” says Noel. “That can be great to get your to-do list down a little bit, get things moving.”

Investigate the best employee portal for the type of job you’ll be advertising, and register your details to begin the process.

Know What You Want And What You May Need.

What you want may actually differ from what you need. “I spend quite a lot of time with people that get quite far down in the process and realise that what they’ve asked for isn’t what they need and they’re actually recruiting for the wrong job,” explains Noel.

Define in your mission what you genuinely need to accomplish by hiring someone.

Craft An Effective Job Advert 

Nowadays, if you have an online job on offer you have to really pitch it to prospective employees. There is often a flood of people within a similar field wanting to hire so crafting an effective advert is critical.

Aspects of the advert should include:

  • The benefits they’ll receive by working with you
  • How you are going to invest in them
  • The training they’ll receive
  • What skills they’ll obtain
  • What they can learn from role

If that all seems a little daunting, Noel has a few examples available on JobRack to guide you.

Filter Through Your Candidates

You want to separate the wheat from the chaff, and weeding out the candidates that just don’t mesh to your overall mission is a crucial step.

Start by sending a few initial introductory messages through the freelancer hiring portal to or Google forms, to get a feel for their enthusiasm and expertise. This allows you to ask them questions relevant to the job posting. 

Noel gives the example, “If you want them to do a little bit of social media for you, like posting on your Facebook page or posting on Twitter, one of the questions might be, ‘it’s Monday morning, and you’re going to put a post on my Facebook page, out to potential students – what would you write.’”

From their answer, you can determine:

  • Did they create an image for you?
  • Is their English good enough?
  • Have they considered your target audience?

If their answers don’t mirror your business or meet your expectations then it let that candidate go.

Do Some Simple Testing

You want to test their abilities to make sure they’re up to the task. This process shouldn’t be too test-heavy. Construct a task that falls into the 30-minute mark that encapsulates the kinds of tasks you’ll be offering should they get the job.

Noel suggests, “Offer to pay them a few dollars for it, most will never take you up on that, but it just means that they can see that you’re honourable right from the start.”

Conduct a Face-To-Face Interview

At this stage you’ll be left with a handful of potential employees to choose from, so the next vital step is to speak to them face-to-face using online video calling software such as Skype or Zoom.

If they won’t comply with that, then you know there is something amiss and Noel warns, there’s usually a reason for that.

“Talk to them, and don’t be intimidated by the idea of interviewing someone. It’s just a conversation,” Noel says.

He suggests steering your chat towards questions such as:

  • What are their thoughts are about the job?
  • What have they done previously that is relevant?
  • How would they handle certain situations?

Remember, it’s not an interrogation; you want them to be at ease when speaking with you.

To hear the full conversation with Noel Andrews and get exclusive insights into hiring the perfect employee, click here.

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