The Affiliate's Guide To Hiring - Introduction (1)
THE AFFILIATE'S GUIDE TO HIRING
Can you repeat a process for launching successful campaigns?
Do you have tens of ideas how to increase your profit but you just don’t have enough time?
Do you feel like working 2 full time jobs as an affiliate?
If you answered yes to one or more of these 3 questions, one thing that can help you is hiring. It can help you launch more campaigns using your process, you can free up time for working on other projects, or you at least start building a business that can survive without you in the trenches.
Hiring is not easy. You cannot expect to hire someone and see things “just work”. Just like how launching a campaign is a process, so is hiring. And just like with campaigns, you get better at hiring with more experience.
For some time now, the trend for successful affiliate marketers has been to create mainstream businesses. One important step, whether you want to be an affiliate business OWNER or someone who builds a mainstream business with all the $$$ from affiliate marketing, is to learn how to hire and work with other people.
In this series of articles I want to go through the main steps of hiring, from the perspective of an affiliate with some knowledge of the mainstream startup world.
This will include things like structuring a team, comparing all aspects of office vs remote work, the recruiting process, payments, and developing an employee for a long term relationship.
Before we dig into those topics, let me help you with one important step before doing any hiring: defining the skills needed to run your business.
I don’t mean a vague skill like “running campaigns”. We have to break it down more. Some examples of skills that someone working in an affiliate marketing company can/should have:
- Using spreadsheets
- Using word documents
- Using Google Drive/Dropbox/other file sharing software
- Photoshop
- HTML + CSS and JS
- Basic statistics
- Basic data analysis
- Understanding human capital
- Accounting
It doesn’t mean someone needs to know all of it. It just means that your organization as a whole should have this covered. You should usually start by hiring for things that require very common skills and that happen on a frequent basis.
Try doing this small exercise before going to the next part of this series:
- Write down your most common 3 tasks right now.
- Write down the skills each of these tasks requires (from the list above, or add if the skill is missing)
- Calculate the approximate time they take you to do.
- Create one or more job descriptions so that you can hire someone to take over those 3 tasks
- Post the most important one here and we can discuss it
This should give you a very good idea of what your next hire should be: something that saves you plenty of time.
Chances are the profile that came up is a skilled assistant, and not the next Warren Buffet.
The earlier you are in your AM venture, the easier this will be - as long as you have a repeatable process figured out. If you are someone who already uses a small team, maybe you already did this in some way or another. In part 2, we will talk about how to structure a medium sized company, and expand on the hiring needs for it.
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