Posts tagged outsourcing

There are a number of jobs in on line marketing that are easy to do and repetitive and, often need not call for a human to get them done. I.E., they are able to be wholly automated after the computer software to execute them has been set up. An example is employing social media for link building.

Then there are tasks that require some human input, alth ough not necessarily yours. Article spinning, by way of example.

Such jobs are often carried out on many occasions when promoting a web site and could take up a great deal of your time which is better spent elsewhere. This is when an internet marketing outsourcing project becomes a good opportunity. But before you rush off to begin reseaching outsourcing firms and get that set up you have to ensure you have a good system in place. If you don’t know precisely what you need to outsource and in exactly what sequence tasks have to be done, you’ll be setting yourself up for an awful lot of grief down the road and wasting cash.

The first thing you need to do is to ask yourself:

“What work could somebody take care of for me today that would allow me to produce income fastest?”

Next do the job  yourself, noting down specifically  what you’re doing and just  how long it takes you. Later you  can transform these notes  into an instructions  document, or, even better,  use them as the story line for a screen  cast lesson and internet marketing coaching session.

Making a note of the length of time the action takes to do is usefulas it will give you a bench mark against which to measure your worker’s expertise. Ninety ninepercent of the time if you guess at this you’ll really underestimate the amount of time a job takes to be finished.

The more thorough instructions you can generate for your assistant, the better and faster the activity will be finished and the better it’ll be for everyone.

If you are searching for a full time worker, as compared with taking someone on on a per project footing, it’s always worth spending the time to write out a job specification, i.e. exactly what activities you’ll need to take care of and a personality specification, that is, what personal qualities and skillsets you are looking for. You’ll also need to indicate to what level you require those competencies and which are desirable and which necessary.

As soon as you’ve selected some possible applicants ask them to work on a task for you that covers the main competencies you are trying to find so, e.g., you could ask them to compose an article around a particular keyword. This offers you a starting point on which to simply evaluate your applicants on the same ability and it is always better to think about more than one individual for any task.

When requiring them to finish the “test” job give them a bit of scope to demonstrate initiative but also ask for several details. So, e.g. you could ask them to respond by email with a specific title and append documentation which contains information that they can set up in many different ways. I normally ask for candidates to rank themselves on certain skills and characteristics and give them a scale in order to do that. It’s instructive to notice, not just their scores, but also how they record the information.

Obviously, the “test” task will rely upon what you ultimately need your assistant to do. But don’t miss this phase as it could save you much wasted time.

Finally, take people on for a trial time and settle payment terms before you begin, making plain you will remunerate after the project is done.