When interviewing a potential virtual assistant to select the right person, consider asking the following questions:
- How are assistants assigned?
- What happens if it’s not a good fit?
- Can I set my preferred working hours or time zone availability?
- Can I interview my prospective assistant first?
- What happens when my assistant quits / is sick / is on vacation?
- Do you have experience in my industry?
By asking these questions, you can better evaluate whether the virtual assistant is a good fit for your specific needs and requirements.
1. How are assistants assigned?
Are they going to take inventory of your prospective tasks and find someone who’s a good fit skill-wise? Or assign you to the first available, who may have just been “fired” by their client?
This question “How are assistants assigned?” aims to clarify the process the VA company uses to match you with a virtual assistant. Specifically, you want to know whether the company will take inventory of your prospective tasks and find someone who is a good fit skill-wise, or if they will just assign you to the first available assistant, who may have just been “fired” by their previous client. This distinction is vital for ensuring that the assistant you get is well-suited to your specific needs and can effectively handle the tasks you have in mind.
2. What happens if it’s not a good fit? Is there a probationary or trial period?
When interviewing a potential virtual assistant to select the right employer, you might ask:
“What happens if it’s not a good fit? Is there a probationary or trial period? If after a couple of weeks, it’s not working out, what happens? Will they assign a new VA? Refund the time and part ways?”
This question is crucial to understand the company’s policy on fit and performance. It ensures that you have a clear understanding of what steps will be taken if the initial match with the virtual assistant does not meet your expectations. This can help you mitigate risks and plan contingencies, ensuring a smoother working relationship.
3. Can I set my preferred working hours or time zone availability?
It’s not always necessary to have your VA working in your same time zone, but it can be nice to have that option, especially at the beginning for training and questions.
Question: Can I set my preferred working hours or time zone availability?
Answer: It’s not always necessary to have your virtual assistant (VA) working in your same time zone, but it can be nice to have that option, especially at the beginning for training and questions. Many VAs prefer to work during their daytime, as it can be more productive and less taxing on their bodies and personal lives. However, if you need your VA to be available during your business hours, you should specify this requirement when posting your job. This ensures that you find a VA who is comfortable and willing to work those specific hours or time zones. It’s also important to consider that some VAs might be more flexible and experienced, thus willing to adjust their schedules to meet your needs.
4. Can I interview my prospective assistant first?
When interviewing a potential virtual assistant to select the right employer, it is essential to ask, “Can I interview my prospective assistant first?” This question is crucial because some might argue that skipping the screening and interview process is an advantage of working with a VA company over a freelancer. However, it’s still beneficial to try and get on a Skype call with your prospective VA first. This allows you to evaluate their communication skills and determine if they can be a valuable part of your team.
5. What happens when my assistant quits / is sick / is on vacation
This question is crucial to understand the company’s contingency plans and policies regarding employee absences. Essentially, you want to know what backup plans are in place to ensure your work is not disrupted. Additionally, inquire if the sick or vacation time is paid or unpaid, as this can impact the availability and reliability of the assistant. This information will help you gauge the stability and support provided by the virtual assistant company, ensuring continuous productivity and minimizing potential disruptions.
6. Do you have experience in my industry?
Of course, most companies will say they can handle any and every task you throw their way, but it’s important to dig a little deeper to see if they’ve done the specific work you have in mind before.
This ensures that the virtual assistant has the relevant expertise and familiarity with industry-specific tasks, reducing the learning curve and increasing the likelihood of achieving desired results efficiently. Make sure to ask for examples or case studies of their previous work in your industry to validate their claims and assess their competency.
Where to Find Virtual Assistant Candidates?
Explore specialized online job platforms like OnlineJobs.ph and VirtualStaff.ph that cater to Filipino virtual assistants. Leveraging LinkedIn to search for professionals from the Philippines can also yield qualified candidates. Networking in forums and groups dedicated to remote work in Southeast Asia may also provide direct referrals.
How to Screen Virtual Assistant Profiles?
Carefully review each candidate’s resume for relevant experience, especially focusing on those who have specific skills that align with your business needs. Pay attention to their communication skills, as these are crucial for remote work. Check for feedback or ratings on their profiles if available from previous employment to gauge reliability and performance.
What to prepare for the Virtual Assistant Interview?
Prepare a list of role-specific questions that address the candidate’s expertise in tasks you need help with. Ensure your technology setup supports a smooth video call experience, as this will be your primary mode of communication. It’s beneficial to prepare a scenario-based question to see how they handle typical tasks or challenges they might face while working.
Follow-Up After the Interview
Conduct background checks and reach out to references provided by top candidates to verify their work history and reliability. Communicate your decision to all candidates promptly and provide feedback if requested. For selected candidates, outline the next steps, including contract signing and the onboarding process.
