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Experiment - Could a trained online employee reduce work load 2 hour a day? (11)

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Could a basic-skills trained online employee help to save your personal time perhaps 2 hours a day?

What could you do if someone else could do simple image/translation changes to your banners/landers? are you still doing it on your own?

Employees from the Philippines are loyal and driven to serve. They would be there sometimes beyond the call of duty, yet they could lack the required competency at the beginning. Over time, most of them are willing to learn, become a good friend, but only if they are given the chance and time to learn more about your business, and customize their service to suit your needs.

We trust in our small team of 5-10 to help us to manage more than 80% of our current company operations. While they are still not competent enough to launch profitable campaigns independently, with some guidance they have managed to speed up our launch by more than 50%.

We have managed to be able to focus on more campaigns and business opportunities while leaving most of the operations to the team.

The best part? they pay for themselves. even though they take home good salaries, company profits clearly justify their presence.

An online office can reach worldwide, much farther than that of a physical office, at costs as much as 70% lower. This allows for fast hiring of staff that is of good competency. However employers face the challenge of building a relationship based on trust, due to the lack of actual human interaction. training and tracking could be major issues. unfortunately, regardless of the competency of the hiring process involved, the uncomfortable firing of about 30% of the staff you hire remains extremely important.

Filipinos have a very different understanding of work compared to affiliates. Due to their circumstances, it is difficult to survive on monthly payments, and also difficult for them to verify themselves with Paypal due to lack of understanding of the importance of personal identification documents. They require a higher level of care when handling payments, and understanding of how sensitive the timing can be, sometimes between having electricity/water and not having any.

Here is our experimental offer -
1. we will approach employees through less-known methods, request them to do a test requiring about 30-60 mins, interview them for attitude and hire them.
2. we will train employees on simple basic skill sets during working hours(at your cost), currently limited to iteration of banners(change image/text/button), update Voluum cost, EXOCLICK ONLY(uploading of banner, placement cuts, banner cuts)
3. follow up on further basic training that reflects 80% of affiliate needs.
4. assist to track their time on Hubstaff with a simple comparison against our other employees.
5. suggest new roles and raise of salary at the appropriate times
6. manage sensitive payment matters
7. uncomfortable firing of 30% of your staff that fails the comparison tests against others, defined by their hours worked, activity levels, quality of work produced.

Interested employers will need to
1. share a simple plan of how they intend to use our employees
2. pass a interview on skype to test suitability to hire, understand expectations of employer and abilities of employees.
3. pre-pay us500/month before hiring, and thereafter us500/month.

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If I understand it correctly you are trying to broker your Filipino employees to STM members that need image/translation services?
Can they work on a pay per performance basis? I.e. meaning xx$ for each creative they make or text they translate?

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sorry i might have phrased it wrongly. we will hire new VAs, not selling our current ones. we are interested in forming a long term team to cover more aspects of the business, not just per job. i don't think we can compete against other people in the market who already do banners/creatives better than us. our strength lies in the hiring system and producing good employees, and that is not always linked to image/translation services. it could be managing campaigns, building websites, building relationships with affiliate managers.

thank you for your response.

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Simple answer - yes. More than two hours - YES!

I employ two Filipinos full time since 2012. Both are still with me.

Do it, people. Outsource. It is worth it.

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I think what Xavier means is that he is experimenting in a new field - one that has never been trodden upon by any other affiliates - that is to broker their services in hiring VAs, and training them for you to suit your needs.

It's probably like an employment agency online, he's taking the hiring and tedious training off your hands.

I can vouch for their hiring system, it's solid and is really a less known approach. They pay a hell lot of attention to their employees and managing their individual grouses / development pace to get where they are now, so I could imagine their service would be a great help to affiliates looking to bring a more serious edge to their game.

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thank you for the vote. we would like to highlight that the actual hiring process is alot more important than the training. we will attempt to assign "merit points" to the process in terms of "value delivered to company"

1. the actual hiring, which takes only a few hours per person. (10 points)
2. firing unsuitable people (8 points)
3. the actual training (3 points).

you might be surprised at how much we value the actual hiring and firing process over training. from the data we have collected, those who could learn well and fast did so very very quickly. and those that couldn't make it, didn't make it right from the first day. when we started we were not very experienced in training, in fact we dont know what to teach. it was the initiative of our team to find work to do, they said "hey i think we can help with this", when we had no clue, so we shared with them how to do it. the actual EFFECTIVE training is in fact pretty short. however there were alot of hours invested into training, which yielded NO RESULTS. and this is because the hire was wrong, not that we needed a lot of time to train.

we model this closely after the hubstaff model >>> http://blog.hubstaff.com/wp-content/...remoteteam.pdf

and then comes a lot of annoyances that the company might face. we are working with a group of people we almost never knew about. we are here to bridge that gap, to ensure work can go on, that trust is built, the core things.

which means, there is a good chance that we raise our focus on the hiring/firing process and the building of trust, bridging of values, and drop our attention on training.

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Not sure I fully understand what you're offering. Is $500/month the price for your services plus compensation for one employee or is it $500/month for your services in addition to what we pay the person you hire? I assume if it is the latter then you want to work with affiliates who will constantly be hiring more employees month after month? If it is indeed the latter what can people expect to pay per employee per month on average?

Also you mention exoclick only for training the employees - does this mean after you find and hire the employees your services are limited to training them on exoclick?

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Interesting approach. I'm currently trying to hire for 2-3 positions to assist me in scaling campaigns. Good timing.

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thank you for your message, we are attempting to make it all inclusive, which is a $500/month for the employee (inclusive of our service fee). this enables us to handle their payment, which is one of the top 3 causes of employees quitting. they are paid around us300-350 for a start, and there are alot of fees involved in between such as the fee for the onlinejob portal, the man hours required to post the job and process the tests, use of certain services/software like dropbox etc etc.

our intention is to work with affiliates who are willing to explore the value of an online employee, and if it turns out good enough, he would further invest resources and make it an integral part of his business. depending on the job required, the salary (inclusive of fees) would be somewhere between us500-us800 for the simple banner, lander stuff. at this moment in time we do not have any specialized skills like programming, software development etc.

i think you will need to prepare another us20-30/month for additional required services like hubstaff, dropbox if you do not already have them. they are like the Voluum of hiring, gotta use some of them.

as for the question on training - our training is meant to be very limited (you can assume it is not even done for now). the main value of the employee is not in his training, and furthermore it can be difficult to train employees since every business has different requirements. the main value ill estimate is
1. the hiring process 60%
2. the firing 20% (condition, if done properly, adds 20%, if not done properly, kills you)
3. training 5%
4. company culture 15% (difficult to build, we probably can encourage with policies and working systems/suggestions, requires alot of co-operation and trust from the employer.)

it makes more sense to hire 3 persons and fire 2 persons, while showing them a video on how you do it yourself (without much proper instruction), than to hire 1 carefully, and try your best to train him.
we raise this point in consideration of the fact that many employers may not have very high teaching abilities, yet some of these employers were able to produce performing employees.

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I'm interested, added you on Skype.

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Get your own processes down first.

If you can't describe what you are doing as a process, you don't know what you're doing.

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