This is because I invest time in building a relationship with my employees, and in training them. After I have done all of that, I want them to remain with my organization for a while. 2. What are your strengths?
3. What are your weaknesses? How can you overcome them? 4. How can you apply your skills and knowledge to this job? 5. Please enter your information below a. Name b. City/Town
c. Email Address d. Phone Number
6. Can you give me examples of past work? This question is designed to verify that the person is the expert they claim to be. If you’re looking for a writer, and he doesn’t have samples to show you, you could be hiring somebody with no experience. Jobs like SEO and graphics require someone with experience. And those who have experience will always have plenty of samples to show you. 7. Based on your experience, what hourly rate would you expect? Sometimes, I phrase this question differently: “What is the maximum amount you think you can make as a virtual assistant?” Whatever form the question comes in, the motive is always to see if their expectations are close to what you would like to offer. If they overvalue themselves, they probably won’t be happy with the job. But if they undervalue themselves, you can save some money by giving them only what they asked for. In this way, it’s up to them. I have used this method in the past, when I didn’t want to tell people how much I wanted to pay. Instead, I wanted to see how much they thought the job was worth. I don’t use that method often anymore. But before I stopped implementing it, I realized that those who undervalued themselves were usually those who lived far away from a major city, or those who were inexperienced. If I simply set the price, I could end up overpaying someone who’s not experienced enough to earn that kind of money yet. Because I prefer not to overpay or underpay, I saw some benefit to this method.
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