The document is a standard operating procedure that outlines a repeatable, eight‑step process for hiring any role—from virtual assistants to full‑time employees—focused on hiring for values rather than just skills. It begins with a pre‑hire “Hiring Check” spreadsheet to confirm financial readiness, then stresses the importance of clearly defining the role’s outcomes, daily tasks, and must‑have skills. The guide provides detailed instructions for writing a specific job ad, including a copy‑and‑paste template and platform recommendations for remote, local, and referral hires. After posting, it describes how to shortlist applicants by checking instruction compliance, skill fit, and standout traits. Shortlisted candidates are asked to submit a short video answering five values‑based questions, with an email template provided. The next phase combines a free personality test, a role‑specific homework assignment, and a concise interview to assess fit. Finally, the top three candidates undergo a two‑week paid trial on an identical task, after which the best performer is hired. Throughout, the playbook emphasizes hiring on shared mission and values, provides practical email and evaluation prompts, and advises on post‑hire delegation and leadership.
Topics
Hiring Check: Financial and Readiness Assessment
A pre‑hire spreadsheet to verify the ability to cover the new hire’s cost for three months and confirm overall readiness before posting.
Role Definition: Outcomes, Tasks, and Must‑Have Skills
Guidance to crystallize the role by documenting 90‑day success outcomes, day‑to‑day responsibilities, and essential skills, ensuring clarity before advertising.
Job Ad Creation and Posting Strategy
Specific recommendations for platforms (onlinejobs.ph, Seek, Indeed, LinkedIn, referrals) and a copy‑and‑paste ad template that embeds company mission, values, and clear role details.
Applicant Shortlisting: Instruction Compliance and Skill Matching
Criteria for narrowing applicants to 30‑50 candidates based on whether they followed ad instructions, possess required skills, and exhibit standout qualities.
Video Screening: Five Values‑Based Questions
A step requiring shortlisted candidates to submit a short video answering five questions that reveal self‑awareness, hobbies, problem‑solving, creativity, and core values, with an email template provided.
Personality Test, Role‑Specific Homework, and Structured Interview
Three‑part deeper assessment: a free 16personalities test, a practical homework task mirroring the role, and a 15‑30‑minute interview that reviews results and availability.
Paid Two‑Week Trial with Top Three Candidates
Methodology to select the three best interviewees, pay them for a two‑week trial on an identical brief, compare performance, and hire the top performer.
Values‑First Hiring Philosophy
The overarching principle that values can be taught less easily than skills, driving the entire process to prioritize cultural fit and mission alignment.