About a month ago I made Joven the manager of OnlineJobs.ph. He’s managing and coordinating our design/dev/QA/marketing teams.
Was he always capable of this?
Heck no!!!
I hired Joven in 2005.
In 2007 he told me “Sir, when I started working for you I knew nothing! I was so scared you were going to get mad at me and fire me…”
So what changed?
Well…me for one. I realized he (and so many others) were capable of running teams like this.
But…he did too.
He went from knowing nothing (and I can confirm…he knew almost nothing relevant to my business) to
– building websites
– doing SEO
– creating and running PPC campaigns
– doing all kinds of online marketing
– Helping create the verification system OnlineJobs.ph uses to verify millions of Filipino workers
– Managing a team of people
– Managing multiple teams of people
Here’s what did it.
Training.
In that 2007 conversation he continued
“I was so scared you were going to get mad at me and fire me…but then you started to give me training. You taught me how to do things. I realized you cared about my success.
That training gave me confidence so I could try new things. It gave me confidence to learn new things on my own.”
The rest is history.
I kept giving him training.
He kept learning. Kept trying new things. Kept getting better and better.
Today I have 10 other OFS similar to him.
Training.
But what if you don’t know how to train someone?
What if you don’t have the time?
What if you don’t want to create this training?
Is there a shortcut?
There is…starting Monday.
On Monday I’ll show you the training I’ve created over the years to train OFS like Joven.
It’s one of my secrets…and it becomes available Monday.
John
Would like to learn more about this
Hi Robin! This is Jamie. I’m one of John’s VAs. What do you want to learn more about specifically?
I would like to learn.
Hi Gary! What would you like to know about specifically?
I’d like to hear each of your va’s personal story working for you / getting hired, especially motivation, thoughts at the time of hire, reason they stayed working for this company, things they wish would have been done differently, and tips for ppl trying to hire via onlinejobs.ph. Also I have tips for your hiring website:
1) allow hirers to EXCLUDE people by keyword so they don’t even get a chance to apply ie. if they have
‘full stack’ on their cv and you are looking for a pr person, the exclude will prevent that person from even
applying and wasting the hirers time
2) allow hirers to exclude people who have submitted more than x cvs for jobs. Nothing is worse than
someone spamming thousands of hirers. This also weeds out the suspicious ppl and ones who use bots.
3) allow employer to ask potential hiree to take qualification exams and only allow employee to submit
application once they’ve passed the standard that the employer is looking for ie. a score of 9/10 on x exam.
4) Other qualifying parameters- ie. allow applicants only if they got an x score on a hackerrank exam
5) Add more categories to the employee specification on the website. Ie. I am looking for a childrens book writer- so add that as a skill and ask employee to post a link or upload a pdf of any sample portfolio work.
Other categories include: PR Agency experience, platform experience (list various popular platforms for
various lines of work), Personal Medical Research Assistant (I want to hire a grad science/med student),
for websites, add new platforms like freewebstore.ws. I’d also like to see ppl who have worked for another
company as someone who grows their facebook/whatsapp/twitter/youtube follower chat participants and
has transferred some between platforms.
6) For coders, on your website, the options are too generic… today coders need to have more platform
experience like amazon aws, alexa api, airbnb api access, experience implementing various libraries
from github, integrating telegram chat/store on websites. Etc.
7) Ask potential employees to post what amount per week/month they will absolutely take a job for. So many
times I think the numbers are unrealistic / pie in the sky. And add a ‘hire me now’ button… for ppl who want
to hire that person for a week trial.. and add a calendar so the hirer can just select the dates and know the
person will be available. Sort of like renting an airbnb but instead you are renting that persons experience
on a trial knowing that that person does intend to work for someone full time.
8) Have your va’s be available to do some hand holding for new employers, so they can review the job ad to
make sure it will appeal to the local market.
Hope this is helpful.
Hi Cindy! This is Julia. I’m one of John’s VAs. I forwarded your comment to him. This is his response:
“Hi Cindy! Thanks for the comment. I’m going to respond to this point by point.
1. I like your idea to exclude people by keyword…although I see this getting used very little. Most people using the site won’t be experienced enough to know what problems they will have.
2. We already do this by limiting how many applications can be submitted by a single person.
3. This is a full-blown exam system. Super difficult. We’ve had lots of people request this over the years. I don’t know how we would implement it.
4. not possible at the moment
5. Yes, we need more categories. We’re already working on this.
6. See #5
7. No, I’m not going to ask people to tell us the absolute lowest they will accept. This is degrading.
No, I won’t add a “hire me now” button. That’s not how the site works.
We won’t add a calendar to know if the person is available. That’s not how the site works. That’s not how people work.
8. We already have this. http://www.OnlineJobs.ph/handheldhiring. It’s just not published well.”