Sean: Next question. This is specifically for you, Ms. Le-an. How do you find the right virtual assistant for your clients? There you go.

Le-an: I have a whole YouTube video on that. Anyway, so the main one is actually the values, that's the biggest one is I do kind of have all of the questions that I have the interview questions when I'm interviewing the potential assistant is based on those five values that we have. And then the other one is before I even hop on the interview, is actually give them a skill test so I can see where their skills are actually at on the tasks that their client would need them to be able to do. One of our policies is that once someone's in they’re in like once they're accepted inside of our company, we take care of them the best way that we can. And even though later on our paths change, they shifted or they're doing this, we still try to part as friends.

Le-an: So we kind of have that as going in your taking care of and going out, you're also taking care of having that cycle, having that good - everyone knows that this is how it's been. We kind of get to have the right people right away. It's easier to filter when people see like, 'Oh, this is not just another. I don't even think of us as a corporate job, this is not just another job that you're getting. You're getting into a company that will take care of you, in the best way that we can. And at the same time, you have to show up in the best way that you can, because then that's the only way that the relationship can work. So basically, it's just a mix of values, skill, and then also taking care on the way in and on the way out.

Sean: And that sounds pretty sweet for people who are going to be applying. And there's a follow-up question about that, how do you know if they're going to be responsible and able to manage their tasks?

Le-an: It's an interesting one because, for me, one of the things that I had to learn really fast, working online, being a remote leader, I just have to trust people like that was the first thing I had to give them. So if they're not being able to manage their tasks, I know that they'll tell me if there's something wrong - I can also tell that's the other side of it. Like, one of the things that we have inside of our company is there - even the assistants that are for our clients, they need to send me a daily report every day. Because of that, I am able to catch like, 'Oh, something wrong? Or They weren't able to manage this,’ and I check in on them.

Le-an: So it's just the mix of trust and also having the systems that even if you trust them 100%, there's still some sort of feedback that you receive that you're able to see like, oh, someone's not being able to do as well as they can. And then I go ahead and schedule a coaching call with them. So it's making sure that you do the feedback as fast as you can. This is the fastest way someone can grow and then just giving trust out front, because no one is supposed to really earn your trust, especially as an employee, because you are literally trusting them, at least for me, to another client who's paying us to take care of them. So that's kind of my logic of like I just trust them right away. If I can see any red flags and give them the feedback and usually nine out of ten, like 9.5 out of ten, it works out every time.

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