Why You Need an Assistant and How to Hire One
If you’re a busy entrepreneur, one of your biggest challenges is feeling like you’re doing everything on your own and don’t have enough time in the day. You’re bogged down in the details and busy work. Getting stuck in the minutia is not only bad for business but also stifles your creative energy, blocks your ability to think big picture, and steals time you could otherwise use for building your business, doing some self-care, or spending time with your family.
Here’s the thing: you’ve probably seen a lot of chatter online about hiring a virtual assistant, and while I love virtual support for specialized and project-based tasks, there’s something to be said for having in-person support.
You’re most likely spending anywhere from ten to over forty hours a week doing tasks that are not worth your time. One of my teachers once said to me, “If you don’t have an assistant, then you ARE an assistant!” I love this, because it’s so true.
I want to remind you that you are the CEO of your company, so it’s time to start treating yourself like one and focusing your time on what’s valuable in your business: bringing in new clients, servicing your clients, managing your team, and building your company vision. Everything else can be leveraged.
How to find a great assistant:
Step 1: Write a killer job ad. Make it sound so great, you would want to respond to it. I typically will have a title like “Fabulous Personal Assistant” or “Amazing Opportunity With Growing Company.”
In the body of the ad, write a brief paragraph about who you are and what you’re looking for. Then give some information on the logistics of the job, such as hours per week and location. It’s also a good idea to create a bullet point list of the tasks and requirements of the job.
End the ad with Only candidates who follow these directions will be considered. Then make them jump through a few hoops, such as:
- Have them write a specific job title in the subject line of their email. This will automatically cut down applicants by fifty percent or more.
- Ask them to include specific information in the body of their email , such as their salary history and social media handles. Again, anyone who doesn’t follow these directions automatically gets removed. This should eliminate eighty percent of the applicants.
Step 2: Do some background research on your potential hire. If a candidate looks promising, Google their name and check them out on social media before calling them.
While it’s never good to judge a book by its cover, you may discover something you can’t look past. Remember, the people who work for you become an extension of your brand. You want someone who’s a match both online and offline.
Step 3: Set up a phone interview with your top five to ten potential candidates. Keep it to a maximum of ten minutes, and only offer an in-person interview for those you feel are a match. Trust your intuition on this, and don’t meet with them unless you’re excited about having face-to-face contact.
Step 4: Do your best to interview a minimum of three people. Ideally, you would meet five to eight potential candidates.
I know this process takes a lot of time and effort, but if you’ve ever had to hire someone in the past, you know the value of finding someone who’s a great fit. As you and your business grow, finding, hiring and training great team members will be the element that sets your apart.
HEIDI STEVENS IS A BUSINESS + LIFE COACH FOR FEMALE ENTREPRENEURS. SHE WORKS WITH WOMEN TO HAVE A HEALTHY AND EMPOWERED RELATIONSHIP WITH MONEY, TO ASK FOR WHAT THEY ARE WORTH, AND TO GROW THEIR BUSINESSES IN AN INSPIRED AND STRATEGIC WAY. HEIDI IS PASSIONATE ABOUT GIVING WOMEN THE TOOLS THAT SHE HAS USED HERSELF TO GROW A SEVEN FIGURE BUSINESS AND TRULY LIVE THE LIFE OF HER DREAMS.
Comments or questions? Reach Heidi at firstname.lastname@example.org.