Here's Where You Can Find TOP Remote Virtual Assistants!
You've posted on job boards, searched LinkedIn, and still haven't found the person you wanted to hire.
If you are trying to figure out how to find a virtual assistant for your business, the first question is where to look. M-Ocean Recruiting Solutions has 10 years of recruitment experience, including five years focused on remote workers and virtual assistants. We looked at our placement data to see where our strongest hires came from.
Where do superstar hires actually come from?
Here is the channel-by-channel breakdown, along with what each source is good for.
Nearly half of our strongest hires came from LinkedIn. About a third came from OnlineJobs.ph. The other sources play smaller, more specific roles.
Job ads reach active job seekers, but you spend more time filtering applications. Targeted sourcing helps you contact people who may never see your job ad.
Here is how we use each channel.
The process is straightforward.
Why LinkedIn finds so many great hires
LinkedIn accounts for 48% of our hires. About two-thirds of that group came through Recruiter Lite. For most employers, Recruiter Lite or Sales Navigator gives you useful search tools without the full enterprise price. The real difference is reaching out to people who are not actively looking for a job. In our experience, about half reply.
How to make OnlineJobs.ph work for you
OnlineJobs.ph produces about 32% of our strongest hires, but around 90% of the applications we receive do not meet the requirements. Some applicants lack the requested skills. Others ignore the job description. The remaining 10% is where the worthwhile conversations usually are.
That is why the channel earns its place.
Where Indeed and Facebook groups can help
Indeed and Facebook groups each account for about 6% of our hires. Indeed is worth testing for a specific role, especially when free credits are available. Facebook groups depend on the community you choose, and application volume is usually low.
Treat both as secondary sources and take part in the community instead of posting once and leaving.
Why referrals are worth building into your process
Referrals account for only 5% of our hires, but they have the best conversion rate and tend to produce the strongest matches. Ask candidates and team members, "Who would you recommend for this role?" Make referrals part of the hiring process.
When it is time to move beyond job ads
Set up Recruiter Lite with specific search filters. Keep an OnlineJobs.ph ad live for each critical role and rewrite it every few weeks. Personalize your LinkedIn outreach, ask strong candidates for referrals, and give Indeed and Facebook groups a limited test.
Ready to meet your superstar?
M-Ocean Recruiting Solutions directly sources experienced remote workers for US employers. You do not have to post job ads or sort through every application yourself.
You've posted on job boards, searched LinkedIn, and still haven't found the person you wanted to hire.
If you are trying to figure out how to find a virtual assistant for your business, the first question is where to look. M-Ocean Recruiting Solutions has 10 years of recruitment experience, including five years focused on remote workers and virtual assistants. We looked at our placement data to see where our strongest hires came from.
Where do superstar hires actually come from?
Here is the channel-by-channel breakdown, along with what each source is good for.
Nearly half of our strongest hires came from LinkedIn. About a third came from OnlineJobs.ph. The other sources play smaller, more specific roles.
Job ads reach active job seekers, but you spend more time filtering applications. Targeted sourcing helps you contact people who may never see your job ad.
Here is how we use each channel.
The process is straightforward.
Why LinkedIn finds so many great hires
LinkedIn accounts for 48% of our hires. About two-thirds of that group came through Recruiter Lite. For most employers, Recruiter Lite or Sales Navigator gives you useful search tools without the full enterprise price. The real difference is reaching out to people who are not actively looking for a job. In our experience, about half reply.
How to make OnlineJobs.ph work for you
OnlineJobs.ph produces about 32% of our strongest hires, but around 90% of the applications we receive do not meet the requirements. Some applicants lack the requested skills. Others ignore the job description. The remaining 10% is where the worthwhile conversations usually are.
That is why the channel earns its place.
Where Indeed and Facebook groups can help
Indeed and Facebook groups each account for about 6% of our hires. Indeed is worth testing for a specific role, especially when free credits are available. Facebook groups depend on the community you choose, and application volume is usually low.
Treat both as secondary sources and take part in the community instead of posting once and leaving.
Why referrals are worth building into your process
Referrals account for only 5% of our hires, but they have the best conversion rate and tend to produce the strongest matches. Ask candidates and team members, "Who would you recommend for this role?" Make referrals part of the hiring process.
When it is time to move beyond job ads
Set up Recruiter Lite with specific search filters. Keep an OnlineJobs.ph ad live for each critical role and rewrite it every few weeks. Personalize your LinkedIn outreach, ask strong candidates for referrals, and give Indeed and Facebook groups a limited test.
Ready to meet your superstar?
M-Ocean Recruiting Solutions directly sources experienced remote workers for US employers. You do not have to post job ads or sort through every application yourself.