Before You Outsource
Prep Time
The best thing to do is to start with a temporary contractor. So that you won't feel pressured getting to know them or waste time trying to find things for them to do, wait until you get used to delegating to hire a permanent employee. Since you are are a delegating newbie I suggest using Elance because you can get a nice perspective on who you want by going through their reviews.
These actions are not just to save time but to give you a learning experience for each project for future references.When you hire a contractor expect for them to already know how long it will take however you should carry out these actions as such;
- If you absolutely cannot concentrate at home find a local motel room and stay there for however long you need to get on your feet. In my opinion anything longer than 3 weeks, just go ahead and move.
- Decide how long you want the contractor to work for you and say it in your ad.
- how many hours
- how long the total project is
- How many weeks
3. Decide exactly what you need for them to do and also say that in your ad.
4. You should already have a clear idea of what your success looks like and say it in your ad exactly.If you do not have clarity keep editing your mission and goal statements.
Only about 20% of people hired tend to work out for the job they were hired to do, 80% do not. Before you Outsource think about the relationship ahead of you and not only do you ask yourself do you think this will work out but invest the extra time to research if this is the best possible match. If you do not, it will cost you more time, money and effort than you ever imagined. "The wrong person can create a lot more problems for you than the right person can create results."-Eban Pagan
Smooth-doers vs. Smooth-talkers
In your endeavor to find an efficient contractor you'll want to separate the the smooth-talkers from the smooth-doers.
Here is an example of insight that has come from many years of hiring super stars in that there’s a big difference between “smooth talkers” and “smooth doers.” This a direct quote from Eban Pagan's eBook "Delegating, Outsourcing & Hiring For Growth":
" Smooth talkers talk a good game. They know the buzzwords, and they’re very articulate and charismatic. "A smooth talker will have you convinced that they will deliver perfect results - because they talk like they will. A smooth doer, on the other hand, tends to not be as interested in their “verbal presentation.” In fact, most of the super stars that I’ve hired in my business are not overly-polished or ultra charismatic.
The rock stars of action, consistency, organization and implementation tend to be very unassuming when you first meet them. They don’t make a “bad” presentation, but they also aren’t trying to impress you with their vocabulary. I think the reason why the super stars are usually harder to spot in an interview or first meeting is that they don’t NEED to try to impress you. They tend to have a lot of self-confidence, because they know that they get the job done. It’s a lot easier to believe that the good-looking, fashionably-dressed, smooth-talking candidate is the rock star - when it’s actually the casual, relaxed, practical person that winds up getting the job done.
So how do you separate the smooth doers from the smooth talkers? It all starts in your ad or project description, then runs through your interviewing process, and finally shows itself conclusively in the experience of working with the person."
Good Advice
"Always stick to one project at a time or you stop being a contender and there's nothing wrong with asking for help"--Christian Affiliat3
Recent Comments
2
Great words of wisdom, lady.
Thank you very much Larry