The Growth Booth

#18: 10-Steps To Hiring A Virtual Assistant For Under $4/Hour

May 04, 2022 Season 1 Episode 18
The Growth Booth
#18: 10-Steps To Hiring A Virtual Assistant For Under $4/Hour
Show Notes Transcript

Want to explode your productivity for less than $4/hour? In this episode of #TheGrowthBooth you’ll discover the ultimate 10-step process for hiring a talented virtual assistant (VA) so you can get way more done in way less time…

Also in this episode, learn how to unlock the secret of ‘HBUT’ and the 3-step process for systematically removing yourself from time-sucking operational tasks, and how simple process mapping can guide you on which tasks you need to outsource first. Aidan also shares 10 tips for managing your VA and the kinds of tasks an assistant can help you with.

Welcome to the 18th episode of The Growth Booth Podcast, a show focused on supporting budding entrepreneurs and established business owners alike, towards achieving lifestyle freedom through building successful online businesses.

Whether you're looking for step-by-step strategies to start building an online business, simple game plans to grow your business, or proven lifestyle freedom frameworks, you’re in the right place.

Stay tuned and be sure to join the thousands of listeners already in growth mode!


Timestamps:

00:00 Intro
03:08 Your Value Per Hour
06:22 Outline Your Process
07:30 Costing Tasks
09:49 Virtual Assistants
11:20 Best Place To Find VAs
13:07 Ten Steps in Hiring a VA
21:42 The Onboarding Process
27:13 How To Motivate Filipino VAs
31:20 Final Tips
32:37 Outro

Links mentioned in this episode:


About Our Host:

Aidan Booth is passionate about lifestyle freedom and has focused on building online businesses to achieve this since 2005. From affiliate marketing to eCommerce, small business marketing to SAAS (software as a service), online education to speaking at seminars, the journey has been a rollercoaster ride with plenty of thrills along the way. Aidan is proud to have helped thousands of entrepreneurs earn their first dollar online, and coached many people to build million-dollar businesses. Aidan and his business partner (Steven Clayton) are the #1 ranked vendors on Clickbank.com, and sell their products in over 100 countries globally, as well as in 20,000+ stores across the USA, to generate 8-figures annually.

Away from the online world, Aidan is a proud Dad of two young kids, an avid investor, a swimming enthusiast, and a nomadic traveler.


Let's Connect!

●  Visit the website: https://thegrowthbooth.com/ 

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●  Subscribe to our YouTube Channel: https://www.youtube.com/c/TheGrowthBooth 


Thanks for tuning in! Please don’t forget to like, share, and subscribe!



Welcome to episode 18 of The Growth Booth, where today we are building on what we started to discuss last week in episode number 17, which was about outsourcing out.


Today though, we're taking it to the next level because I'm going to be sharing with you the ultimate ten-step process for hiring a virtual assistant. We're going to be getting down into the more granular details, and like I said, building on what we discussed in Episode number 17. Now if you did miss episode 17, head over to thegrowthbooth.com. You're going to be able to listen to that episode and you're also going to be able to download a detailed infographic that shares a high-level overview of the key considerations to keep in mind when outsourcing.


Now, outsourcing and hiring a VA, the reason that you might want to do that is because it can shorten the path to winning at the game of business. The business owner's game as stated by Chuck Blackman, the business owner's game as stated by Chuck Blackman, is to make more money in less time. To win at that game, you need to be able to be more productive, and to win at that game, you need to be able to operate at your highest and best use of your time.


This is really important. There is a three-step process that you can use to identify the value of the tasks that are happening in your life and your business and then decide which things should be the first things for you to outsource. You can systematically go about knocking these off one by one by one.


Okay, so that three-step process is to, first of all, determine a value per hour for yourself, what is your time worth? I'll talk more about this in just a second. The second step is then to outline the process so to outline the different processes that you've got in your business that you would potentially like to outsource. Another way of thinking about these is to outline the different cogs in the machine. Thirdly is to cost out the different tasks or to assign a value to each of the tasks.


 


1. WORK OUT YOUR VALUE PER HOUR


Let's talk about step number one here. Step number one is to work out what is your value per hour. Now, there are a few different ways that you can do this. The first is just to say what do you currently earn? If you work a full-time day job, then you can easily work this out because you can just figure out what your hourly rate is.


An example of this is if you earn $80,000 per year and you worked 48 weeks, that would be $1,666 per week and that works out to be $104 per hour. If you work a day job that fits that criteria, we're making $80,000 a year working 48 weeks, 40 hours per week, then you know that when you are working, you are earning $104 per hour. That might be your baseline and that might be what you say your time is worth.


Another way of looking at that though, is just to say what's the minimum that you're willing to work for? This could be any number that you want. You might say, look, if a task can be done by someone else for under $25 per hour, then I'm not going to do it. I'm going to hand it off to that person. Or another way of looking at this is to say what do you project yourself to earn in the future?


Once you know that number, maybe that number could be the line in the sand that you draw or what you say your time is worth. I think a good way of doing it though, just to begin with, is to have a number in mind below which you are going to move mountains to be able to have someone else do that task for you. I like to think of this value per hour as being like a line in the sand. Investing money is necessary here, but investing money in such a way that it's going to allow you to make more money should be absolutely fine with everyone.


That's how you grow a business, and that's how you get ahead and win at the business owner's game or the game of business. If your value is $100 per hour, let's just bring this back a little bit. If your value is $50 per hour and you've got some tasks that you do on a regular basis that could be outsourced for $5 an hour, is it a good use of your time to be spending your time doing that task?


An example of this might be social media. Maybe you've got a social media page, a Facebook page or an Instagram page or something related to your business and you're publishing content on it each week to sort of engage or to grow a follower base, a subscriber base that is something that you can absolutely outsource for $5 an hour or less. However, if your time is valued at $50 per hour, then are you wasting it by spending it doing that kind of a task? I would say that in a way you actually are because your time is limited. You can be spending 1-hour doing social media posts, or you could be spending 1 hour doing something else, which is going to accelerate the growth of your business.


That's the way to look at it. We'll get to how you can sort of map out the processes and assign a task right now, actually, because that's what we're covering in step two and step number three.


 


2. MAP OUT A PROCESS


Just to reiterate, step one was to work out what your value is per hour. This is something that you can work out pretty easily. Then step two is to map out a process. What I mean by this is to identify what are all the cogs in the machine of your business. If you've got an e-commerce store, for example, then maybe the different processes that go into making that e-commerce store work are things like doing product research and creating a product listing. By this, I mean creating a page on your website that's got your product listed. Perhaps the third cog in the machine is running ads, so driving traffic to your website. It might be then generating sales, and then another cog or another process that you have to go through might be fulfilling orders. 


This is what you can map out, and I actually like to map this out on a visual flow chart. It doesn't matter if you sketch it on a piece of paper, it's fine, but map these different things out. Typically, most processors don't have that many, most systems don't have that many different processes to them. I just gave you five examples, and those five examples are sort of at the core of most e-commerce businesses. That's process mapping, and that can be really valuable.


 


3. COST OUT THE DIFFERENT TASKS


The thing that makes it even more valuable though, is when you start to assign a value for each of those different parts of the process. For example, in product research, let's say you've got an e-commerce store and you sell lots of different types of e-commerce products. Product research might have a value of $10 per hour. I say it has a value of $10 per hour because you can have someone else do that job for you at the required level by paying $10 an hour, creating a listing, creating a page on an e-commerce store, and that means that might mean doing some work with images It might mean doing a little bit of copywriting, creating a description and a title and different bits and pieces for the product that might have a task value of $30 per hour because it might require more specialized talent running ads. Maybe running Facebook ads or Instagram ads or YouTube ads or something like that. That's also a more specialized task when compared to something like product research. That might have a value of $40 per hour. Then you've got something like generating sales. Now that task might have a value of $100 per hour. Fulfilling orders that come in might have a value of $10 per hour. 


 


You've mapped out this sort of flowchart if you like. You've identified what the different cogs are, and now you've assigned a task value to each one of them. This gives you a visual guide that you can use, and then you can decide which of those tasks you want to remove permanently from your shoulders and you can have someone else do it. You do this by outsourcing.


Now, my business exploded when I started to understand the power of outsourcing, when I started outsourcing, when I started hiring help, when I started getting ten plus hours of work done every night while I was asleep, that's when my business started exploding. I can remember vividly the point when that happened. It was like night and day. Multiplying help is a growth mechanism. It's a faster way to learn. 


At that point, you're really multiplying what you can do by leveraging other people's talent. You can use a virtual assistant for all kinds of different things. A virtual assistant is generally accepted as being someone who's a bit of a generalist, a Jack of all trades, and they can sort of swoop in and do all kinds of different bits and pieces for you.


I've had my virtual assistants do all kinds of different things with me, from creating documents, from product research or any kind of research, from adding products to stores to personal arrangements like organizing flights and arranging hotels and those kinds of things. You can have help with family logistics, help with a calendar. If you're someone who needs to take bookings, take meetings, or consultations, then you can absolutely get some help with your calendar, data analysis, design, and all kinds of home-related tasks.


Cooking, cleaning, running different errands, admin, accounting, taxes. Most things that are not your highest and best use of your time can be outsourced. You can also outsource anything that pisses you off. Anything that you just decide that you don't want to do anymore. Well, that's a great candidate. As good a candidate as anything for outsourcing.


Now, I did mention that a virtual assistant tends to be a Jack of all trades, and the other type of person that you can hire is a specialist. I spoke a little bit more about this in the last episode of The Growth Booth, and you can see that by going to thegrowthbooth.com and looking at Episode Number 17.


However, what I'm mostly focused on in this episode today is the Jack of all trades. It's the generalist is the virtual assistant, and in my mind, the absolute best place to find a virtual assistant is on onlinejobs.ph. You can use the different platforms that I mentioned in episode 17, and there are a whole bunch of them. However, onlinejobs.PH is really the best way to find a virtual assistant because it's fast, it's efficient.


There's an amazing marketplace of tens of thousands of people who are looking for work. You can get really good quality if you know what to look for. It's simple, and you can get plenty of applications in 24 hours or even 48 hours. 24 to 48 hours is when typically how long it takes me to get a few dozen applicants for a virtual assistant position. 


 


It's not free the way that I do it. However, it's a very small cost, $69 to use the process that I'm about to outline here for you, but I really believe that it's worth the investment of $69 because this transforms the way that most people seek out hiring a virtual assistant to what I consider to be the ultimate way, the ultimate ten-step process to hiring a virtual assistant.


I think it'll become pretty obvious in just a second why this is so powerful. This is a system that you can set up one time and then use it over and over again if you want to. It does have a one-time $69 fee for onlinejobs.ph to get a paid membership there. That is so that you can include links in your project listing, in your advertisement if you like, for hiring a VA and you'll see why you need them in just a second.


Right now I'm going to go through the ten steps and I'll make sure that these ten steps are included along with the show notes in Episode number 18 of TheGrowthBooth. Head over to TheGrowthBooth after you've listened to this and you'll be able to find the notes, and of course, these ten steps as well.


 


1. DETERMINE YOUR NEEDS


Now, step number one is to determine your needs. To do this, you need to map out those processes as I shared earlier in this episode. Then once you've identified a couple of things that you'd like to outsource at that point, you're ready to move on to the second step, which is to create what I call a filter form.


 


2. FILTER FORMS


Now, a filter form is where someone will go to once they've read your job description inside onlinejobs.ph. They're going to click a link and they're going to go to this filter form, which asks them a bunch of questions. I'll share what those specific questions are at the show notes at Episode number 18 of The Growth Booth.


 


They include things like what's your name, what's your email address? What is your salary? I don't say I'm willing to pay $4 per hour. I ask them what their salary is and I tell them that that's negotiable. I ask them about their best achievements in life and their background.


I also give them limitations. I give them a 140-character limitation so that I can get clear and concise short information, which I can then quickly and easily filter. Again, just to reiterate, step number one is to determine what your needs are. Step number two is to create one of these filter forms.


 


3. SUBSCRIBE TO ONLINEJOBS.PH


Step number three is to subscribe to onlinejobs.ph. You want to get the $69 plan at $69 a month. However, you're only going to use it for a few days and then you'll cancel. You don't need to pay again the second month. 


That filter form that I mentioned in step two, just to clear something up there, is a form like a survey form, and you can create these for free using the likes of Google Forms. Crowdsignal.com is another one that we use, which I think is free as well. Basically, it's just a way that people can go to a web page and input their information. That information then nicely comes into a form in which you can see all the applicants in one place.


Determine your needs, create a filter form, subscribe to onlinejobs.ph.


 


4. PUT UP YOUR JOB POST


Then you put your ad, your publication on onlinejobs.ph, and then you're done with onlinejobs.ph. You don't go there again to make any other changes. You're going to start getting applicants coming into your sheet because in the job posting you've got a link that says, "Don't reply to this job posting inside of onlinejobs.ph. Instead, head over to this link." Okay.


You also ask them things like, how fast is the Internet on that filter form. How many hours per week are they willing to work? Are they willing to jump on a video call with you? These questions are all designed to help weed people out. If someone is not willing to get on a video call with me, then I'm not going to hire them because I need to be able to have that kind of communication with them. I need to be able to see and talk to them and make sure that the person I'm hiring is really who they say they are. You can learn a lot by getting on video calls with people. 


 


5. SORT APPLICANTS


The next thing you want to do is sort your applicants in the sheet. By virtue of using this filter form, you're going to start collecting all of this information that will be in one nice, easy-to-use sheet. Then you can compare and contrast the different applicants that you've got.


When you do this, you can start to sort for people that you want to work with. So, for example, you can filter them as a first sort of pass based on what they are saying the hourly rate is. Then you can start to sort of weed people out because you might see that they don't have quite the level of English that you're looking for, or maybe they can only work 10 hours a week and you're looking for someone who's full time.


Ultimately though, what you want to get to is where you've got five or six different applicants that you can actually test with a simple test job. That test job might cost you $5 or $10 or something like that. It's not a lot of money, but it's going to save you a huge amount of money. 


 


6. SET UP A TEST TASK


You sort the applicants on the sheet and you set up a test task. Setting up that test task would be step number six. This is something simple that's going to allow you to gauge the quality of their work and the speed. It's important because if someone says they are $5 an hour and someone else says they are $2 an hour, that doesn't tell you how good of a job they are or how good they are at doing a job. It doesn't tell you how fast they are either. The person that's $5 an hour might be five times faster than the person that's $2 an hour. They end up being cheaper. This is one of the reasons why a setup task, sort of a test task, I should say, is so important.


It also gives you the ability to sort of gauge how strong they are in different areas. A typical test task that I do will normally be aligned and relevant to what I ultimately want them to end up doing for me. For example, if they're going to be working on my e-commerce business, I might have them give me recommendations about a page that I'm selling products on. I might get them to research an example of one of my competitors who got a page that looks better than mine. I might get them to create a simple ad using Canva, which is image design software online based on an image ad that I can use if I wanted to run an ad.


 


7. REVIEW TEST RESULTS


Now, I'm not expecting them necessarily to be an e-commerce expert or a design expert, but by having them do this kind of a job, it allows me to gauge how good they actually are so that's the number six and step number seven is to review the task results. Typically, if I've chosen six people to do the test, five of them might actually do it. That's fine. One of them didn't want to do it for some reason. But now I can go and review how well the different five people have done, and I will then pay them for the task.


 


8. PAY FOR THE TEST TASK


This is step number eight is paying them for the task. One of the reasons that I want to do this is because people would oftentimes just do this task for free because they want to get a job. But I actually want to pay them because I want to make sure they can receive money. I've had issues in the past where I've hired someone and then they've had issues receiving money, and it just becomes a headache, more of a headache for me. I want to make sure they can actually receive money. I want to make sure that they can send me an invoice via PayPal.


Once they've done that, I pay them and I ask them how much they actually received. If they invoiced me for $12 and they received $9 because of different PayPal fees or something, then I will tell them next time you give me an invoice, add $3 on because I want to be covering the cost of sending the money for you. It's just one less thing. It's not much for me, but it can make a big difference to them. That's task number eight is to pay for the task.


 


9. CONDUCT A VIDEO INTERVIEW


Number nine is a video interview. By now, five people have completed the task and maybe three of them did a really good job. I won't necessarily interview all five people. I'll interview the people who I feel deserve to go through to the next step, who have made the cut to go to the next step. It's sort of like a drawn-out job interview. It doesn't actually take that long. It could be all over in 24 hours, but it's a process, systematic process that I go through. There'll be a video interview and it'll be on Skype normally. Again, it's just a way to get to know them more and to gauge what their spoken English is like, and again, to connect with them a little bit. 


 


10. HIRE TWO PEOPLE FOR ONE JOB


The 10th step is to hire two people for the job. Now, I may only need one person, but I'll hire two people, and I'm going to give them a little bit more work to figure out who is the person that I'm ultimately going to end up hiring. If it's a virtual assistant, I mean, these are people that are not expensive to hire. For the most part, you might be looking at $3, $4, $5 an hour. I think in most cases you can make the case that it makes sense to hire a couple of people.


 


INDUCTION PROCESS


Once that's all been said and done, I then move into an induction process, which is a little bit like onboarding. It's a way that I bring them into the organization and make sure that they understand how I want to work with them and what I expect from them. By the way, I should add that I will give you an example job posting in the notes for this show. If you go to thegrowthbooth.com Episode number 18, you'll be able to get an example of a job posting and an example of the kind of test task that I would ask someone to do. You get a bunch more resources there.


The induction process or the onboarding will typically cover multiple different things. I like to use Trello, that's Trello.com, for managing my virtual assistant and for organizing projects. This tends to work well for me because it allows me to see at a glance which of the projects are being worked on, who's doing what, and what's in the pipeline. I can add more things to the pipeline easily, and it allows me to communicate well with my team members. I can also create checklists, so I can have a task which might be creating an image, for example.


If that task is something that's repetitive, then it'll have a checklist associated with it. Trello is the platform that I like to use for organizing work with a virtual assistant. Oftentimes, depending on what they're going to be doing, I get them to sign a nondisclosure agreement. These nondisclosure agreements are pretty standard. I don't use them all the time, but if you do a Google search for a nondisclosure agreement, you'll find templates that you can use. I only use these when the virtual assistant is going to be working on things that are sensitive that maybe I don't want being shared around the web. I don't think it's a huge concern. I've never had any issues. It's just kind of like a best practice.


I wouldn't get an image designer, for example, who's only doing image design or video editing or something to sign a nondisclosure agreement because they're probably not dealing with sensitive information. You just need to use some common sense there.


The next thing that I share with them is LastPass. So LastPass is one of the tools that I use to look after all my passwords. By them using LastPass, they're able to use the passwords that I allow them to use without actually knowing what the password is. That's a secure way of sharing access to different things. 


Then I train the virtual assistant on how Trello works. In Trello, I'll typically have different they're called boards, but the different boards will have different things in them. There's one board that might be in the pipeline, and that's where I put a list of different tasks that are in the pipeline. Then I'll have another board called Up Next, and the Up Next board is where I put the different tasks which should be worked on next.


I will share a screenshot of what my fellow boards look like over along with the show notes as well over at Episode number 18. You'll be able to check that out. But basically, there are certain tasks and certain boards that I control or that one of my managers' control, and there are certain things that the virtual assistant will control, and I just want them to know which things they are in control of and which things they're not really in control of.


The next thing I always make sure that I do is pay on time. As part of the onboarding, I make sure they know when they are going to be paid. Is it on a weekly basis? Is it a monthly basis, specifically? On what day will that be? I make sure that they are aware that I want detailed invoicing. I want to know how long they spent on each task. In my business, I've got virtual assistants that sort of span multiple different areas. They might be spending 5 hours one day working on one of my businesses, and 3 hours the next day working on a different business. I want to be able to assign those costs to the business that they were working on. I make sure that the invoicing is detailed so that I know how much time they're spending on each business and that can be accounted for accordingly.


At the end of each week, I or one of my managers can review the task costs and how long things have taken. This is really just a sanity check to make sure that things are taking the amount of time that I think they should be taking. I don't micromanage and I don't film someone while they're working. There are tools out there like Hubstaff, which will actually record someone's screen while they are working, and that's overkill for me. I feel like I don't need that. It's self-correcting anyway, because if someone isn't getting the work done, then they're not going to continue to have the job. Or maybe there's some other issue, but it always comes out in the wash because when I'm reviewing how much has been done, I can see or my manager, one of the managers and my teams can see if enough work has been done, and if enough work has been done, then that's fine.


Then lastly, I make sure that I explain that I pay a little bit more to cover the costs incurred by the transaction. Sometimes PayPal might charge a couple of percentage points or a couple of dollars or something, and I want to make sure that that's covered and I'm taking care of that, not them.


 


HOW TO MOTIVATE YOUR VA FROM THE PHILIPPINES


That's an overview of the process I use. I'm going to wrap up this episode by sharing a few things that you can do to motivate your virtual assistant. These are simple things, but they can really make a world of difference in the rapport that you build up and the effectiveness that you have in the relationship with your virtual assistant.


 


1. PAY COMPETITIVELY AND ON TIME


So first and foremost, pay competitively and pay on time. You can hire people in the Philippines for $2 an hour. That's not going to attract the best people, so be aware of that. You might want to pay $4 now. You'll be able to start getting some decent talent for that and then make sure that you communicate well about the time you will pay and you actually pay on time.


 


2. SHARE IN WORKER BENEFITS


Consider sharing in worker benefits. This is something that we do for virtual assistants who have been with us for a while. We start giving them little top-ups to cover different things that their employers would normally pay for if they had a regular day job in the Philippines. This includes things like health and worker benefits and insurance and things like that.


 


3. 13TH MONTH PAY


For people in the Philippines, they have what is called the 13th month of pay, and I still don't get this, but they do the same thing in Argentina for some weird reason. But essentially what it is is it's like an extra month of pay and it's like you would get, I guess it's like getting 10% more each year. In December, instead of getting paid for one month's worth of work, you get paid for two months. This is something that I've started doing with our virtual assistants in the Philippines, and I think it's a good show of faith and it makes their salary that much more competitive, and it shows them that I'm aware of what they're doing. This might mean an extra $500 over the course of a year, but it can be great for them and it's like a bonus lump sum. That's something to consider.


 


4. GIVE A DESERVED RAISE


Give them a raise when they deserve it. This is just like any regular employee. People gain experience, gain know-how, and get better over time. You can reward that once in a while. 


 


5. INCENTIVIZE


With a raise, you can provide other incentives. In the past, we've done things where we have covered the internet allowance or travel or equipment for our people that we've got in the Philippines. Again, these are small little perks, but it can mean the world to someone who is living in the Philippines. 


 


6. AGREE ON PAID DAYS OFF


Agree on paid days off. In the Philippines, they have about 20 public holidays per year. Hard to imagine how people didn't get any work done at all with so many public holidays, actually similar to that in Argentina as well, I might add. I am familiar with that. However, local businesses there will pay on public holidays, so in our business, we do the same. If someone is a virtual assistant, we respect their public holidays and we pay them. We know they're not going to be working that day, but we just want to be competitive and make sure that we're a good person to work for.


 


 


7. “OPEN DOOR” POLICY


Maintain an Open Door Policy. This is all about communication. It encourages transparency. It's going to help build up rapport and just build up that relationship that you've got with your team.


 


9. BE CLEAAR ABOUT TASKS


Be clear about tasks and be open to questions as well. I mean, this is an extension of that Open Door policy.


 


9. APPRECIATE A JOB WELL DONE


Another thing you can do and this doesn't cost you anything is just to express appreciation for a job well done. When something's done well, let them know that the job has been done well.


 


10. SHARE COMPANY GOALS


Finally, the 10th goal or the 10th tip for you to motivate your virtual assistant in the Philippines is to share your company goals and share the vision. Share why it is that you're doing what you're doing. It's easy just to hand off tasks without any rhyme or reason, but I tell you what, you'll get much better performance when the person that's doing the work for you understands the bigger picture here. I think that's important.


Final tips get to know your virtual assistant. Like you would get to know someone in a real office environment, I think it's useful to know, do they have kids watch their work routine? Do they work at night? Do they work in the mornings? Understand different family constraints. Understand that sometimes in the Philippines they get hit by massive storms and flooding and the internet can drop out.


 


If you've got an open line of communication, these things can become nonissues, whereas if you just have your worker disappear for three days without any warning then that can be a little bit disconcerting and frustrating but you won't get that happen if you've got that open line of communication.


Be aware that when you're hiring someone, you are potentially changing their life by giving them this kind of work and you need to be careful that you don't get their hopes up, I think, and then pull the rug from underneath them without any warning.


Be patient, help them learn. I found that the talent in the Philippines is absolutely amazing and I really like using tools like loom.com and Skype for calls because I feel like these are really easy to use and easy to convey information.


 


So that's a wrap for this episode. I hope you have enjoyed not just this episode but Episode number 17 as well which is where we started talking about outsourcing.


We've got so much more of this in the pipeline and there are many more resources over at thegrowthbooth.com. Make sure you head over there.


Go to episode number 17 and also episode number 18. This is episode number 18 and you'll see many more resources that you can use to get started with outsourcing and indeed to help you hire a virtual assistant.