Post a one to three paragraph job listing with specific salary to attract the right Filipino candidates. Send promising applicants four screening questions via email instead of jumping to video interviews, letting you quickly filter out weak fits before investing time in calls.
So the first step would be to post a job at onlinejobs.ph. and that really is what holds most people back. Like I don't have time to go make this job post and then deal with what's gonna come, right? So making that job post, you're overcomplicating it. First of all, you don't have to put in all your benefits or all your paid time off or your policies or what you expect. You don't have to put in any of that. And usually when I make a job, posted online jobs, which I've done a lot, it's very simple, like one paragraph, maybe two or three paragraphs. I mean, hey, I'm looking for someone to write SEO content for me. I want someone who's really experienced. Don't apply if you, if you are not really experienced. If you're a beginner, don't, don't bother applying if you are experienced and you're interested. Tell me why. Why are you the right person to hire? I mean, like, this is a really, really simple job post. I'll put how much we're going to pay and I do that knowing that I'm going to find some people that are looking for less and some people are looking for more and I've posted a salary and then I can change how much I want to offer people based off the salary. But not putting a salary is. You're just. People in the Philippines really want to see the number. They want to know, is this a low paying job? Is this a high paying job before they apply? Because if you, if it's a low paying job, then experts don't want to apply. If it's a high paying job, well then everybody wants to apply. So just putting a number in is really important. Putting TBD just kind of doesn't work work. So once you've made that job post, which realistically should take you less than five minutes, I mean less than five minutes of like some really, really high ROI time. Here's what's likely to happen in a few minutes. And maybe, maybe it doesn't take a few minutes. But I mean, often for me it takes a few minutes. I start getting applications, you're going to start getting applicants and some of those applicants are going to be crappy and some of them are going to be really, really good. The first step is not to say, hey, let's get on a video interview. Skip the video interview. The first step is to start then asking these people a bunch of questions. And this is really simple. My point here is sending an email with four questions in it that you've already written and if you've joined one VAOA.com, then I have a list of a hundred questions you can ask and I tell you which ones I ask most commonly. Copying and pasting those four questions across 10 different applicants only takes you about three minutes to total. So now you've put the onus back on them to justify why you should hire them. They're going to answer your question. They need to come up with stuff rather than you preparing for an interview and coming up with live questions and listening to them and having a 20 minute interview with six different applicants. Well that just, that just takes a long time. Instead you've started to narrow it down by asking, by taking three minutes of your time, you've copied and pasted questions to the same to a whole bunch of different people and if they don't respond well, you drop them out of your process. Super, super simple.
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