Hire 10 quality online employees in 3 days (22)
Just sharing what i learnt from my online hiring experience after 3 months of testing. i used this method and managed to get around 10 employees every 3 days.
1. figure out a website (traffic source) that has the employees you want to hire. It has to have a lot of them to make sure your effort is worth it. I'm using onlinejobs.ph and bestjobs.ph. (sign up 20mins)
2. create a simple test task that takes 30mins to complete. this is to filter only the really interested applicants (might take 1-2 hours to create)
3. find out how to use the website to look for recent login employees that are somewhat related to your job, and send them an email to link to your job. ( i send 500 emails at once, takes about 2-3 hours)
4. interview them to let them speak for 10mins to find out more about them, hire those who show a positive attitude and are hardworking for a 2 week test.
5. track their work, usually 70% of them will go missing, 20% are ok, and 10% of them turn out to be superstars you want to keep.
Problems this method is meant to resolve
1. no applicants
2. low quality employees hired
3. not enough employees hired
Thanks for taking the time to post your method.
While my method is different, our differences make the world go round.
But how much do you pay?
I pay them between us300-400 a month. the good ones are amazing. I got a porn site made up from completely nothing within 12 hours. and there are guys with a week of training launching campaigns from scratch when given a offer and a archive of banner and lander
Not bad
dude, you're hiring 10 employees every three days? how many do you have ?
What I've learnt from hiring and firing 40+ freelancer / online employees:
- You get what you pay for. A couple of $ saved is not worth the trouble. Dealing with incompetent employees is a black hole. Time simply disappears.
- A low hourly rate is often more expensive than a high hourly rate. A bad employee with an 10$ rate might take 10 hours to deliver a certain task in bad quality. A good employee with an 20$ rate can often deliver the same task in 3 hours in outstanding quality (without wasting your time).
- Hiring no one at all is better than hiring a bad fit.
- If you've found a great employee, ask for recommendations. He will certainly know some other high performers
- Investing time in the hiring process saves headaches and time later.
- Fire incredible fast - one strike policy applies. If an employee doesn't perform at the beginning, he will repeat this behaviour over and over again.
- Overly friendly and polite employees often try to compensate a lack of skills.
- I only hire from Western / Eastern Europe, North America and Philippines.
- Hands down, worst online employees are from India and Bangladesh. There are some exceptions, but it's not worth the trouble.
- If your instructions and project management are bad, even a superstar can't perform properly. You cannot spend enough time creating great instructions and manuals.
-> Screen properly, don't be cheap, ask your superstars for recommendations, one strike policy for every new hire.
"70% of them will go missing"
So true!
Originally Posted by hlyghst
Originally Posted by sebastian_r
the difference in my method is that im hiring employees with less job experience, they dont know the difference in pay, so they accept a very low pay, and if they perform i quickly increase their pay, otherwise they will end up leaving and working for someone else.
dealing with incompetent employees is pretty shitty, so we fire very very quickly.
i think talking about employees here is very much like talking about traffic source/ offers. the difference can be great so we need to keep testing to see what works.
im not sure if hiring no one at all is better than hiring a bad fit, because if you dont hire a bad fit for a start, how do you know whats a bad fit, and how to adjust towards a good fit?
we judge our employees based on work delivered, and only after they deliver on quality, then we talk about friendliness and politeness.
india is BS. but again some from india are really good like you mentioned.
we spent 3 months before we could have some kind of system for training, which means we could have had a superstar come along within the first 3 months and we just didnt know how to train him.
i disagree on screening cheap though. it can be cheap, but it cannot be easy, we spend time (its a kind of money so maybe its expensive?) to filter out the good employees, make them do tests, interviews, search for those who are less popular and end up with better quality employees, so yea maybe its expensive because we spent time.
Originally Posted by izzy
for the good employees, we are definitely going to increase their pay. because they still have to pay the bills. if we dont pay them enough they are going to go. but again its possible to get them cheap because no one else knows where to get them. but not possible to keep them cheap.
we have special arrangements to reach employees other people cannot.
Great post !
Currently in the process of trying to hire a developer (to start) and eventually branch out from there.
Finding getting together interview questions to ask them is a little daunting, as well as going through my inbox to sift through applicants.
What type of test(s) do you have them perform if you don't mind me asking?
Got any good example of this?
Regarding point 5. track their work, usually 70% of them will go missing, 20% are ok, and 10% of them turn out to be superstars you want to keep.
How much of your time do you invest in managing, controling and coordination with them? That must be insane if you hire 10 people every 3 days.
Originally Posted by andy_d
i used to have this 5 hour test, testing everything i could think of, and only one person completed it... so that was indication that the test was too much to ask for.
and as for the interview, im still new at it, i started from talking too much, and then now im listening more to them talk about themselves, to try to see their attitude in life, and their talents, and then try to make use of them. one guy i wanted to hire for banners, turned out he had a TV site that he monetized on his own on popads, so i decided to ask him to make a porn site instead, and within 2-3 days he got a porn site up, set up a few facebook accounts and twitter accounts and came up with a marketing plan, executed it and got some traffic coming in, all tracked on
Originally Posted by cbrughmans
1. sourcing for employees other people did not think of reaching (we send emails to the recent logins instead of just putting up a post and hoping for replies. these guys dont always know how to use the site)
2. filtering of employees - cut out 95%, and keep the best 5% before you even interview them.
3. test out each employee, trust them and let their talents flourish - if they are the superstar, usually they dont require much time to co-ordinate and maintain. right now these guys actually call us (because we are the ones who go missing not them LOL). and also they take initative to suggest things to do, and manage themselves. but this is only possible if they trust you. we go out of the way for them. our employees are from the Philippines and they face tight financial challenges. they dont always know how to use paypal. for our star employees, we listen to them on a personal level, connect to them, and try to alleviate their situation. we arrange for them a special card from payments.ph (now known as ko-kard). this is a debit card and they can withdraw free (otherwise charged if its their own atm card) from their nearest atm. we pay them in their currency, and absorb the currency risk, so that they have the lowest amount of worry for their financial status. we check on their personal concerns, sometimes it could be a sick parent (we actually believe it), internet bills being cut, and try to time the payments to suit them. we make sure all payments are done on time. our employees also interact with one another, they might be talking about us, and that further strengthens the trust because they know how we take care of them. good performance is rewarded fairly.
some of them show gratitude in their work, and take care of our campaigns better than we do... those who dont, gets shown the door and then we repeat the process.
IN SHORT - i spend about 2 hours right now with my system to get around 10-20 applications, we hire the number needed, for now its 5-6, assign them under our team leaders, and then our team leaders do the rest, and tell us if these employees are worth keeping or not.
Hey xavierfok, thanks for this pretty inspiring topic!
What system/project management/communication tools do you use to manage 10 people online?
Are team leaders also filipinos?
When they manage your campaigns, do they have the whole picture? Aren't you afraid of them stealing it and doing for themselves? I've heard they don't have entrepreneur mentality and also the budget could be a problem, but still...
i have a startup idea and i want to setup a team. Its going to be a pretty big project so i was thinking hiring 1-2 local developers to head the team and the rest outsource them. I assume most people here outsource small project and nothing big
Since it a big project (budget ~100k) i dont want to mess it up and shut it down mid-point. Couple of local developers will cost me around 50k min for the project and the rest for the outsourced team.
Anyone have experience in this type of setup? Is it a smart idea?
Originally Posted by satori
yes the team leaders and employees are all filipinos.
no they do not have the whole picture, not because we are afraid they steal, but because we are teaching them step by step and there is alot. i dont really think they would steal it, and if they could, why not let them take it? and then work together with them on a even higher level? our campaigns have moats built into them that sometimes even staring direct at our account its not immediately obvious. for example there is a certain type of offer we choose, a certain type of optimization process. you might be able to execute it, but you wont be able to adjust it because you dont understand the underlying behind the process. at the same time we have these relationships with our advertisers and traffic souces and if they go to them that going to be a barrier.
but again i prefer to trust them, and teach them everything. i dont really know how its going to work out, but i very much prefer working in an environment where we help each other instead of thinking they might steal some shit
Originally Posted by gcxx
Originally Posted by satori
anyway onlinejos.ph limits the number of emails you are able to send to about 100/week for the purposes of quality. if you want to send a whole bunch of emails you gotta use bestjobs.ph. the emails are not sent from the system, but from your own email. you can send as many until your email provider stops you.
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