When I’m hiring someone for my team one of the key things I consider is:

How HUNGRY are they for the opportunity?

Most business owners are looking for experience – they want to know if someone has done something before, how successful they were at it, etc. This is certainly an important consideration in hiring people imo, BUT it might not be quite as important as you think.

When it comes to adding someone to my team I am a huge fan of looking at how “hungry” someone is for the opportunity. How excited are they about the opportunity? What do they love about my business and what we do? Can I feel their energy and enthusiasm? Are they chomping at the bit to work with me and my team?

I would much rather have someone who is oozing enthusiasm on my team than someone who doesn’t have much enthusiasm but knows how to do stuff. It’s their enthusiasm that will drive the work - if someone has lots of experience but they aren’t excited about the work they are doing it will show (and can actually cause big problems.) Someone with enthusiasm is willing to learn on the fly, figure things out as needed in order to get the job done. They are willing to go the extra mile and want to have fun in the process. They are also the ones who tend to stick around the longest, because you’ve given them an opportunity to learn and there is a loyalty that comes alongside that.

Now the thing is, quite often the people who are “hungriest” for the opportunity aren’t always the ones with the most experience (that’s actually true in many cases.) So what to do? How do you know if you should hire the person with more experience vs. the person who is “hungrier” and more excited?

If you hire someone with less experience that might require some more attention and patience from your end as the business owner – there may be additional training involved, and it could take a bit longer for some things to get done in the learning stage. Depending on what you are hiring for and how quickly you need them to be able to engage this could be a consideration.  

There are a few things to look for to make sure that you don’t hire someone who is excited but might sink instead of swim:

• What kind of training (or certification) do they have? Have they invested their own time, money and energy in learning new skills? This can be a good indication of how serious they are about the work they want to do and what they are willing to invest to bring it to life.
• What kind of support system do they have for themselves? Are they part of a community of peers or do they work with a mentor that they can turn to when they do have questions? As I always say, as virtual support professionals we don’t need to know everything… we just need to know where we can find the answers.
• What kind of business structure do they have? Have they set themselves up as a professional business? If they have invested in getting themselves incorporated, registered or whatever is necessary to setup an “official” business (which can vary by location) this is an indication that they are dedicated to their business and in it for real (vs. just giving it a try.)

Curious for your thoughts? Would you rather hire someone with experience or enthusiasm? When have you done either one (and how has it worked or not?)

Are you an OBM, VA or other online support professional who is looking for new clients?

Then allow me to give you a bit of “homework” – this is something that I ask of the gals in my Online Business Manager Mentorship program (if their business isn’t yet full.)

Respond to any RFP (request for proposal) that is appealing to you – with the intention of getting to have a conversation with the business owner to learn more and determine if there is a fit.

Just to clarify – an RFP is where a business owners submits their request for “help”, telling you what they need help with and giving you some insight as to their business, projects, budget and such. If you are a fit for what they need then you respond with your “proposal” letting them know how you could be a fit for their needs. There are some really great RFP services out there these days (like the one here at our OBM Association) - if you haven’t done so already be sure to join to be notified as new opportunities arise.

And yet I have to admit that i’m surprised when I see a great RFP come through our OBM Association website – and then hear from the business owner later on that they didn’t get any response. This happens alot more than you would think – what’s up with that? I KNOW there are members who are looking for new clients, and yet they aren’t responding?

I decided to dig a bit deeper and found a common theme among what was stopping people from applying:

“Tina, I’d love to apply for this but don’t have everything that they are looking for…”

If you’ve ever looked at an RFP and thought this allow me to give you a reframe. When a client submits their RFP it is essentially a “wish list” on their part – they may be listing anything and everything that they would love to have, BUT that doesn’t mean they wouldn’t settle for someone who has *most* of what they need.

I would put the 80/20 rule to work here – if you are interested in something and have 80% of what they need, then by all means apply! See the fact of the matter is that you won’t know for sure whether or not something is a fit for you until you get to have a conversation with the business owner – and you won’t get to have a conversation until you apply to the RFP. It is only in the conversation that you can really learn what they need, what is truly important to them and see if/how you can help.

As a business owner shared with me a while back (after not getting a response to her very detailed RFP):

“Tina, I don’t actually expect someone to be able to do all of this… but would love to hear where they can help me, and how they could help build the team to take care of the stuff they can’t”

Which is exactly part of the OBM role anyways right?

I also want you to keep in mind that sometimes the business owners who are submitting these RFPs don’t always know for sure what they need themselves. And so they put everything they can think of in an RFP. Again, a conversation here is vital as you can educate the business owner on how you can help, what you can (and cannot) do for them.

Remember that we are pioneers – I think sometimes we forget that not everyone knows what an OBM is (gasp!) So keep in mind that education may be necessary in this process, and could potentially lead to a really great client if you are willing to have that conversation.

Your Assignment: If you are looking for clients, proactively respond to all RFPs that could potentially be a good fit for you and your services. You won’t know for sure if it’s a fit (or not) until you have apply and have a conversation.

Seems so many people focus on the dream of “passive revenue” and “making money while you sleep” – which is of course a lovely thing. But this is only part of the story when it comes to building a business – there are actually 3 types of income generation and to build a balanced business we need to make sure we are doing bit of each.

And of course, your comments, thoughts, yeas or nays are always welcome.

Say what? Sounds like a crazy thing to say, me being a proponent of “hiring your virtual team” and such… isn’t delegation a part of that?

I actually have a bit of a different perspective on this and it is based on my belief that:

Your virtual team should be taking stuff OFF your plate, not adding work to your plate.

Delegation is actually a lot of work when you think about it. In order to delegate effectively you need to be able to decide – usually on a day to day basis – what needs to be done, who is best to do it, give specifics on how it needs to be done, set deadlines, answer any of their questions, follow up to make sure it is done, etc. Phew!

I’m actually a fan of coming at this from a slightly different but hugely significant angle – releasing instead of delegating.

I recorded a video a few weeks back that talks about the two different mindsets of virtual support professionals – the business mindset vs. the employee mindset. (If you haven’t seen the video yet you can watch it here.)

In a nutshell, someone with a business mindset really gets that they are the expert, they are the specialist and are providing a valuable service to you. When you talk to someone with a business mindset they are going to say something like “here’s how I can help you” – they will TELL you what they can do for you.

Someone with an employee mindset usually has the best intention at heart and really wants to help – but they don’t yet have the understanding, experience or knowledge to approach you as an expert in their field. Instead they approach you from the perspective of “how can I help you?” – they ASK you how they can help.

If you consider this for a moment you can actually feel the difference here… if someone TELLS you how they can help that actually takes work off your plate. They are clear on what they are doing and what needs to be done – it’s like a sigh of relief!!

When someone ASKS you how they can help that actually adds work to your plate. It now becomes up to you to tell that person what to do, how to do it, when to do it, follow up to make sure it gets done, etc… this is A LOT of work for many business owners (and quite frankly something that many of us do poorly as it’s not our strength).

Most of the business owners I talk to would love to have someone with a business mindset – we are hungry to get this stuff off our plates!

Now when you have someone in place who has a business mindset your “job” is no longer about delegation… it’s now about release. You don’t have to tell them what to do – instead they are telling you! Your job then is just to learn how to let go, how to release what needs to be done so someone else can take care of it for you.

Now I know for many of us the actual job of releasing can be tough (my fellow control freaks out there, LOL). There is a learning curve for many of us in knowing how to do so – which is why we have a whole module on this in the THRIVE Hiring System. It’s not just about throwing everything at someone and leaving them be – there is a process that we teach for you to be able to get what you need from your team while still freeing yourself up from the details.

Aaaaaahhhhh… love that.

Ready to start releasing? We created the THRIVE Hiring System to help you do just that, join us won’t you?

And of course, your comments, thoughts, yeas or nays are always welcome. Post here on the blog.

–

So, are you ready to stop settling for this frustrating, crazy-making approach to running a business? Are you itching to get back to doing what you love for the people who really need you?

Because the THRIVE Hiring System is finally here.

Learn proven strategies and tools for finding, hiring, and working with support teams that bolster YOUR success – consistently and reliably.

Click here to register: THRIVE Hiring System

We’ve got your hiring needs covered, from soup to nuts…

6 LIVE training calls, including:

• Team module: Who You Need and When
• Hire module: Find and Hire the Right People
• Release module: Letting Go So Your Team Can Support You Effectively
• Incentive module: Compensating Your Team to Contribute to the Bottom Line
• Validate module: Building Long Term Relationships With Your Team
• Expand module: Next Steps as Your Business Grows

• PLUS 2 “open mike” Q&A calls with me, Tina Forsyth
• PLUS 1 year of access to the THRIVE Directory & Job Board 
• PLUS a 1-year membership to the THRIVE Community Discussion Board (online)

For just $497, you can END the outsourcing misery for good and start THRIVING as an entrepreneur.

Click here to register: THRIVE Hiring System

Can you imagine? In less than 2 months, you could have a team of professionals who rally to SUPPORT YOU, exactly how you need it.

No more babysitting. No more drama. No more running for cover when something blows up. (Even better … how about no more stuff blowing up in the first place!?!)

Start LOVING Your Business Again…

Because when you have the right team in place, living that 6- or 7-figure dream no longer seems impossible but very realistic.

Up until about 2 years ago I would say that I had more of a hobby than a business…

I’ve been “self-employed” since 1999, working online for many years as an Online Business Manager for my clients and doing a few other things here and there. And then a couple of years ago I decided that it was time to branch out in a bigger way… I wanted to help other people become Online Business Managers.

I remember the moment where I made the decision to write my book – I was very clear that it was a turning point for me. If I was going to write this book and start truly helping others become Online Business Managers then I was going to need to actually “create a business.” There was no turning back.

Sounds funny to say, but even though I’d been self-employed for many years up to that point already I didn’t actually feel like I owned a business… for the simple fact that I never looked at myself as a business owner. I was just doing something I loved, working for some great clients and enjoying the freedom that came alongside having choice in my work. It really felt like more of a hobby – something I was doing for fun but didn’t have any big vision or purpose behind it.

I wasn’t taking my business seriously, or rather I wasn’t taking MYSELF seriously as a business owner, and so things were essentially flat lined – not bad, not great, just good. I quite honestly got to the point where I was bored – I needed to either step it up or shut things down (and I’m sorry, but going back to wearing pantyhose isn’t an option for me).

And for me, stepping it up meant embracing the fact that I own a business.

So what makes something a business vs. a hobby?

Now I certainly don’t claim to be the expert here, but a few of the things that have made the difference for me are:

• Why are you in business? Is it just for you or are you looking to make a bigger impact? For the longest time my business was just about me – I wanted to work from home so I could have freedom/flexibility in my day for me and my family. And this served me for many years. However once my girls got a bit older and the family stuff settled down I started to get the itch to make a bigger impact via my work… my business became bigger than just me.
• Have you invested in a coach or mentor to help you get clear on strategies to build your business? Or are you just winging it as you go? Until I hired and started working with my own coach last year I never saw the possibilities of what my business could be. I’m a FIRM believer that if you truly want to make an impact on the world you need to have a coach to help you here – help you define your business, set goals, keep you accountable, kick your butt when needed.
• Do you have the right business structures in place? This one is a BIGGIE, and something that my friend Alexis Martin Neely illustrates beautifully in her LIFT Manifesto (which is required reading imo – get your copy here). If you are in business you need to get the proper structures in place – taking care of the legal, insurance, financial and tax side of things. These are the things that many of us dislike and/or try to ignore… and if we aren’t careful they could truly make or break our businesses.
• Are you willing to hire the help you need? Or are you trying to learn and do everything yourself? I know many folks who try to save money and do everything themselves – this is impossible if you want to grow a business. Not only will you run out of time (especially as things grow) you will not be able to do a good job of everything… and your business will suffer for it. You need to be willing to invest in getting the right team in place (which of course is what the THRIVE Hiring System is all about).
• What do you call yourself? For the longest time I told people I was self-employed… and then a couple of years ago I started saying that I owned a business. At first it felt kinda funny, almost like it didn’t fit? But I knew I wanted to be that person – someone who owned a business – and now I am.

What else do you think makes something a business vs. a hobby? What has your journey been like? Curious for your thoughts on this…

Our video series re: the Top 10 Questions about how to find, hire and work with a virtual team is complete – missed any of the videos? Not a problem, you can check them out here. 

Just to recap we covered:

1. How do I know who I need to hire in the first place?
2. What attributes should I look for when hiring someone?
3. What do I delegate vs. keep to myself?
4. How to know if someone can actually do what they say?
5. Where is the best place to find the people I need?
6. How can I afford the help I need?
7. How to know when to fix something vs. fire the person?
8. How can I get great people to stay with me?
9. I think I’m a control freak, yipes! What to do?
10. How can I make sure I’m not settling?

As mentioned in the videos we are putting the final touches on the new THRIVE Hiring System – which is a complete step-by-step program to take you through the hiring process from start to finish (it will open up for registration next week.) 

If you would like to take this further and get this team thing figured out once and for all let me ask you… 

What would you like me to cover in this new program?

Just post your comment below or send me an email if you prefer. I want to make sure to include as much as possible for you to get the right team in place. 

Many thanks!

Welcome to the tenth video in our Top 10 Question series re: how to find, hire and work with a virtual team. (Click here to access a list of all videos and to sign up for email notification of new videos)

Today’s video answers the question:

How can I make sure I’m not settling?

There is a difference between being a control freak and having high-standards for your business. Get real with yourself re: what level of support you really want and need – and call your team up to those standards.

Questions? Thoughts? Pings? Aha’s or eek’s? Please share via comments below…

Welcome to the ninth video in our Top 10 Question series re: how to find, hire and work with a virtual team. (Click here to access a list of all videos and to sign up for email notification of new videos)

Today’s video answers the question:

I think I’m a control freak, yipes! What to do…?

As the owner of a business I get that it can be hard (really hard!) to let go and let our team take over – and yet we know this is necessary to grow a business, we can’t do it all right? In this video I share with you a few strategies that have worked for me as a ‘recovering’ control freak.

Questions? Thoughts? Pings? Aha’s or eek’s? Please share via comments below…

Welcome to the eighth video in our Top 10 Question series re: how to find, hire and work with a virtual team. (Click here to access a list of all videos and to sign up for email notification of new videos)

Today’s video answers the question:

How can I get great people to stay with me?

It’s one thing to find great people, but what can you do – as the business owner – to ensure that they stay with you long term?

Questions? Thoughts? Pings? Aha’s or eek’s? Please share via comments below…