FSBO Guide - Authorify

This next section teaches you how to qualify applicants for the job you’re proposing. This might involve going through hundreds of resumes or test tasks to find those individuals who are the best fit for the job. I want to teach you how to do this most effectively. I look at several factors when considering applicants. First, as I’ve mentioned, I look through the email I asked them to send me. Sometimes, I ask them to explain why they want the job or when they can begin working. I also want to see evidence of their work experience and figure out their salary expectations. Of course, there are plenty of other questions you can ask, but these provide a good base of knowledge. ● Should You Pay for a Test Task? It’s important to decide whether you will pay the applicant to complete the test task. I have come to realize that employers have shortchanged many people from the Philippines in the past. Some bosses hire them to work on something for a week and then disappear without paying them. Unfortunately, employees frequently deal with this and are understandably skeptical of American hiring authorities as a result. Because I know this, I sometimes decide to pay for a test task. Most of the time it’s not necessary. However, any time that I post a job advertisement where the test task will produce content that is useful to me in one way or another, I make it a point to pay the applicant. Usually, the test task is just something to help me determine their abilities, but on some occasions, I do actually profit from the work they produce. Sometimes I will also pay an applicant for the test task if I know that completing it will take them considerable time. For example, if I have someone develop software for me as a test task, my primary goal is to see whether that individual can do good work. However, if I know it will take them a great deal of time to complete the task, I might pay them for it if they do a good job. I once gave a couple of applicants a test task to create some posters for a local event that would be taking place around that time. When I gave them the details of the job, I told them that we might pay them $5 or $10, depending upon the quality of their work. This helps assure applicants that I’m not trying to cheat them out of their time.