Comments on: Website Promotion Plan For Your Outsourcers

By: Jenn Argireline

Jenn Argireline — Sat, 24 Jul 2010 07:00:42 +0000

Thanks for the information John.

I always kind of knew what had to be done but it's nice clarification.
There is so much to be done it's difficult to know what to work on first.

It would be interesting to know how much you pay your team each month.

By: Malcolm

Malcolm — Thu, 20 May 2010 05:23:36 +0000

Hi. Useful post. We are developing a traffic approach right now. My outsourcer has done link building before and I have read everything going, so we will get somewhere. As far as employing Filipinos – I have been through 4 in a month. One went after 3 days – he proved untrustworthy: another after 3 weeks – he lied on the Application Form I created. Of the other two – one is a content write with perfect English. The other studies team leading in his own time and is shaping up nicely. I am very happy with the two remaining. The latter is now helping me to recruit a third person. For me, one key has been identifying discrete 'projects' – ie systems which make money. JJ has one – his Bus in a Box. I have 3 others identified at present, including Steve Clayton's Adsense site methods. Once they are making money – they can be ramped up. Easy? No! But if it was everyone would be doing it! Rewarding? I have a VERY positive feeling about this. Thanks JJ – good information and, more importantly, inspiration. Keep an eye on this case study Thanks again for this post.

By: Teresa

Teresa — Wed, 12 May 2010 16:05:31 +0000

Please explain how did this program (replace myself.com_)works -kind of confused. please reply very important. scanland2hotmail.com

By: Ori

Ori — Wed, 14 Apr 2010 17:32:45 +0000

Are mini-sites the same as closed link wheels? If yes,from my experience Google detect it.
How do you prevent Google to detect your footprints on your mini sites?

By: johnjonas

johnjonas — Sun, 14 Mar 2010 03:13:45 +0000

I groomed him!

That's soooo important. There really aren't guys who already know this stuff. I mean…there are a few…but they're really hard to find and you really have to just take your chances to find them.

By: Mark Schrag

Mark Schrag — Tue, 09 Mar 2010 08:27:06 +0000

Great post John. It is interesting, but also frustrating to see that others have had problems with retaining or hearing from workers, I have had no success with 2 hired workers(from the prefound list) Now I realize it may not be my communication with the hired person. I need to analyze this, It is harder now than 5 months ago to find a qualified person, for the tasks that I need done, from the prefound list. It is discouraging to not hear from my selected person after trying with many emails. This wastes another month of time. i will keep trying , as I realize i need to outsource to succeed. Also, Dan Has done a great job in responding to my support questions. Thanks Dan

By: ZenGlen

ZenGlen — Thu, 04 Mar 2010 12:27:19 +0000

What I'm impressed with is that your GUY came up with all of this. He clearly dug into the training, applied what he learned, and has now earned so much trust with you that you're willing to spend money on a product/service based on his recommendation.

Did you groom this guy from an entry level worker, or was he already 'into' this stuff?

By: Peter Locuratolo

Peter Locuratolo — Sat, 23 Jan 2010 03:49:34 +0000

Sounds like you've assembled a great team. Congratulations.

By: Adam

Adam — Sun, 10 Jan 2010 06:12:12 +0000

Zenon i understand where you are coming from.

With hiring workers from the Philippines you have to go thru a pretty big list, i have now 10 full time workers from the Philippines within 2-3 month period using Johns methods.

I emailed a list of around 50 per day to prospects, within my list of research from the website. Many and i say many do not respond at all, or will later 3-4 weeks later as many set up a email used only for there resume or dont check it regularly. Once you get return emails i ask more detailed questions to try to narrow down the search. After i make a deal with once of them. I set them up with a task that would be harder than normal to see how dedicated they are.

I have been thru many outsources that either dont show up for the first day of work or either start and cant deal with the task and then you just never here from them again. These type of workers you dont want to work with anyways and is just part of the process. At first i got very frustrated with the process but now that i have a full team work out great i am very very happy that i stuck it out.

Tips

1. email a large list of prospects daily, use bcc with a template email message.

2. Be Specific for what you are looking for in your request or job opening. This will help with narrowing down the field or quality responses.

3. Always negotiate the terms.

4. Use tools to help interface with your team, like basecamp and google docs, and jing for training.

5. Hire fast, fire faster. ( hire them and if they dont work out move on dont feel bad) I have stuck it out thinking oh i can change their bad ways or teach them. You will get a gut feeling if they will workout go with your intuition. If it dont feel right then move on. Learn from my mistakes. If they are not willing to change/learn you cant make them.

6. Lastly… remember this is supposed to be fun and rewarding. Try to look at it from a positive perceptive and you will get positive results.

By: Zenon Issel

Zenon Issel — Sat, 09 Jan 2010 06:23:16 +0000

I have had quite a few challenges in locating, communicating with, and retaining the personnel hired from the Philippines. In fact one just disappeared after dragging a project on for some time. Micro managing, I have found, is the key starting out to ensure that the hire is a good one(although I have yet to find one). It is so tough to find and work with people from the Philippines hiring site!