The very first thing you have to do is specify what you need to outsource. Specify what you do and what you don't like doing. Then outsource the tasks you don’t enjoy because let’s be honest, if you don’t like doing them today then you won’t be doing any of them in the future. Outsourcing is a dynamic way to go and get those projects completed.
Next, divide a sheet of paper into 4:
- “What I do”
- “What I do that I don’t like doing”
- “What I want to do”
- “What can I delegate”
Start with the first line and then move across. Cross duties off of the second column and then move them to the "Delegate" list. This is a great practice in organizing the most productive stuff to the least productive.
This table will change as you go through it. Once you begin to share the work with other people, your job will become easier. On top of that, it's inevitable that a particular amount of trust may be necessary before you allow your outsourced workers to access particular aspects of your business. So don’t worry about that, just know that it all comes with due cause.
The second part of the list is selecting what goes first. Think of the top 2 or 3 tasks that you need done most; and at least one of them which you can assign immediately. Then outline the action steps and break them down into simpler steps. This will enable your outsourced workers to follow along exactly the way you want them to.
Technical tasks can also be outsourced. Just provide instructions and the outcome that you are expecting from them.
The next step requires you to identify the type of worker you would go for. Being particular will certainly be beneficial in the long run.
You must also specify the obligations and major responsibilities that outsourced employee would have as soon as he's selected. In order to get an ideal candidate for the job, you must first provide specific criteria.
Here are a couple of sample questions that you can use:
- What type of skill level do they have?
- How many hours in a week are they are they looking for?
- What sort of qualifications do they posses?
- Are they good at speaking in English; can they communicate very well?
In addition, you must set a budget for this too. If worse comes to worst, you’re selected applicant might ask for a rate beyond you budget. You’d end up wasting your time.
4. Post Your Job
The next step is job posting. This is when you put it out there on the net for people to look at. Actually, you have a couple of options on where to post these outsourcing job posts. This is why you will need to create a document that specifies exactly what you’re looking for. It should be clear and concise. This will rule out Individuals who are simply applying for jobs anywhere and everywhere. Trust me, if you put a generic job description, you'll get a whole bunch of unacceptable applicants.
Seek comes in fifth. Seek implies searching for the best match to your job descriptions. You'll get a wave of applications and you might think of contracting the first applicant because that's indeed less demanding. However, it’s always better to refer to your job descriptions to ensure that everyone matches it.
Price is also very crucial. You'll be provided with a selection of prices, from lowest to highest. For that reason, be thorough; find out why these people charge those rates. If their services are too pricey, check why. If they demand smaller than what you anticipated, evaluate if the quality level is sacrificed.
6. Sorting through the Applications
The sixth step is to filter your list of applicants. Go and look into their resumes for former employment. Confirm what sort of project’s they’ve accomplished for other companies or employers. Use this time to assess your applicants.
Now that you've sorted through the applications, it's time for the interview process. Interviewing outsourced applicants is much like a regular interview. However the real question is, how do you interview effectively? Well, you have numerous options for this. Start with constructing interview questions. You can also check out references online for other queries.
Next, verify their skill level when it comes to the projects you will designate to them. Ask them to rate themselves with a scale of 1-10. Don’t let them give you a mere "okay".
If they have a portfolio, because you can be hiring individuals for graphics work, go and check that out. Is that the kind of result you want to represent your business as well?
On a personal note, I also like to ensure that the people I employ can think and make decisions on their own. Today, a lot people don’t have common sense. That's the reason why you have to ask questions and gauge their answers.
8. Trial Period
Next, try them out. What I usually do is I provide them a task however I will leave some of the information missing. I want to see if they can fill up the gaps on their own. They must solve the issues that arise without asking me what I want them to do.
Personally, I think that's the most efficient strategy. Anyway, just try them out. Of course, we can't deny the fact that scammers are all over the internet. So, ensure if they can honestly do what they say they can.
Training is the ninth step. Throughout this time frame, you can utilize screen capture programs like Jing, Camtasia and ScreenFlow in order to oversee the work. This way, you can train them at your own pace. Dropbox is also great for file sharing while GoogleDocs can be utilized for web based data storage.
10. Let Go!
The tenth and final step, let go. Give your workers the opportunity to work on their own. Refrain from micromanaging because it will cause more harm than good.
So we've come to the end of the list but I hope this write up on the 10 steps to outsource your business help you out with your social media marketing outsourcing.