In this article, we are discussing the five most important VA interview questions you should not miss
Thinking of hiring a virtual assistant? Let us know first what is a VA.
A virtual assistant or a VA is a professional that can vary widely based on the needs of their clients. Virtual Assistants leverage modern communication technologies, such as the internet, email, phone, and various collaboration tools to perform tasks and deliver services with no physical presence in a traditional office setting.
Finding the right Virtual Assistant can transform the way you work, allowing you to focus on strategic initiatives while someone efficiently manages routine tasks. With our systematic hiring process, we're dedicated to connecting you with a Virtual Assistant who becomes an important asset to your team.
I'm excited to share our process of hiring a Virtual Assistant (VA) who will bring efficiency and support to your business operations. Our comprehensive approach ensures that you find a skilled and reliable VA who aligns perfectly with your needs and work culture. Selecting the right VA can impact your business' efficiency and success. By focusing on the following five essential areas during the interview process, you'll be better equipped to make an informed decision.
Five Top Areas to Focus on During an Interview
1. Getting to Know
When hiring a Virtual Assistant (VA), the first step is getting to know them. I always listen keenly to how they introduce themselves, and I'm always just going to be listening to who they are and what they say about themselves. This is really just getting them to relax and I really want to understand what's happening. It's more than just a greeting; it's about understanding their perspective.
This will help you know other things about the aspiring VA, and how she presents herself. Interviews provide the opportunity to evaluate the VA's communication skills. Effective communication is paramount in a virtual work environment, where clear interactions are vital for a smooth collaboration. Getting to know them and understanding their past or home life is crucial and very important. In this category, you can know something about your candidate that can help you decide if she or he fits the job.
Remember, the “getting to know you” conversation is an opportunity to build rapport and assess cultural fit beyond skills and qualifications. Approach the conversation with genuine interest, listen actively, and create a positive impression of your organization.
2. Job History and Decision-Making
Professional Background. Inquire about the candidate's professional background and experience as a VA. This allows you to understand their journey and expertise. One major question I pose is about their job history. I ask them to detail every job they've had, why they chose it, and why they left. The most important part about asking about history and going forward is whether this job is going to be right for them. The last thing I want to do is hire someone who is going to leave within 2 weeks, 3 weeks, or maybe 2 months. That will not be right. This also offers a deep dive into their decision-making process.
It's crucial to discern if a potential VA makes logical or emotional decisions. I value logic-driven individuals because they are level-headed and predictable, which is key to the long-term stability of my team and business. I'm trying to find out that understanding of their logic you which way they're going in their lives and why they made these decisions. If they make rational logical decisions, I like them, but if they make very emotional decisions, I'm not very interested because they're probably going to make an emotional decision with me.
I really like people who can make logical decisions because they can switch their heads on and I'm probably going to know when they're going to leave, which means I can plan for that exit before it even starts.
Now I tie this with the question, “Where do you see yourself after us?”
Where are you going in your life after I gave you a job and then you leave after that and say 3 years we've had a great time together what do you think you'll be doing after me if that doesn't align with where I'm going, for example, they really want to be in an office and I'm working from home then I don't think my job is going to be the right one for them? If their aspirations don’t align with our role and business, it might not be the best fit.
3. Job Fit
By understanding their past, I can gauge if our role fits their trajectory. I want to avoid hiring someone who might exit after just a few weeks. Longevity and alignment with the role are vital. I want to avoid hiring someone who might exit after just a few weeks. Longevity and alignment with the role are vital.
Understanding the VA's skills, qualifications, and experiences allows you to assess if they have the requirements to fulfill the tasks and responsibilities you need. This insight ensures that you're hiring a VA who can hit the ground running and contribute effectively to your operations.
Assessing whether the VA's values, work style, and attitude align with your company culture is essential. A good cultural fit contributes to smoother teamwork and better integration within your existing operations. Remember, finding the right VA goes beyond technical skills. Look for someone who fits well with your team's dynamics and shares your values, as this will contribute to a successful working relationship.
Download The FREE Top 100 USA Online Arbitrage Websites
4. Salary Talks
After discussing the candidate's skills, experience, and the responsibilities of the VA role, you can introduce compensation. Begin by asking the candidate about their salary expectations. This gives you insight into their research and helps align expectations. Pay close attention to the candidate's response. This will provide information about their understanding of the role and their level of confidence.
I want to know how much money they made in all their previous jobs because I want to make sure that this job is an increase for them or on the same level or at least a reasonable offer. It's essential to discuss past salaries. I aim to ensure our role is competitive and either matches or exceeds their previous earnings.
Offer full package, including compensation, benefits, workload, growth opportunities, and the potential for future collaboration. Remember, salary discussions are a crucial part of the interview process, and the goal is to reach a mutually satisfactory agreement. Maintain a professional tone throughout the negotiation. Express your points clearly and respectfully, ensuring a positive communication flow.
5. Home Life
If the candidate hasn't mentioned their home life but you believe it could apply to the role, approach the topic gently. Listen Actively. Give the candidate the opportunity to share relevant information about their home life. Pay close attention to their response, and avoid probing or prying into sensitive matters.
I'm going to be asking about is telling me about their life at home, do they have children or do they have to look after their parents what I'm really interested in is whether they have thought about working from home and have they thought about the other responsibilities that they have and how they can manage them and they're distractions whilst they're working for me that's going to be super important last thing I want is them getting distracted while they're working for me.
Selecting the right Virtual Assistant involves considering a blend of technical competence, skills, and work habits that align with your business's needs and values. By focusing on these five key areas during the interview process, you can better gauge a candidate's suitability for the role and contribute to a successful and productive virtual working relationship.
Getting to know an aspiring VA during the interview process helps you make a well-informed decision about whether they're the right fit for your specific needs and work environment. This process enhances the chances of a successful partnership, smoother collaboration, and ultimately, increased productivity and efficiency.
Remember, an effective VA can be a valuable asset to your team, aiding in task management, communication, and overall business growth. Tailor these areas based on the specific requirements of the VA role you're hiring for. While the answers to these questions can provide valuable insights, it's important to consider the candidate's overall demeanor, attitude, and cultural fit for your team and organization.