Administrative Assistant Hr Access Request: Fill & Download for Free

How much does a virtual assistant cost:Here in the below Article I detaily proposed the various helps provided by an virtual assistant and various terms with the virtual assistant rates,For best virtual assistant services check out this site right nowA relatively new profession and still little known, the virtual assistant becomes more democratic and attracts more and more companies .Specifically, the latter works remotely at your service, without physical contact.It can easily be said that, for the 21st century, the virtual assistant is replacing the traditional secretary , which is becoming increasingly rare in the business community.Rather than using an employee to send letters and perform various administrative tasks, companies rely on the virtual assistant to outsource their secretarial office and thus save money in the year. Today, some companies specializing in virtual assistantships offer non-binding contractswhich clearly encourages businesses to turn to them.Calculate the price of a virtual assistant?To calculate the price of a virtual assistant, submit a free project on Trouvez un freelance disponible.You will receive (always free) in a few minutes rates of virtual assistants freelances.The help provided by the Virtual Assistant - or VA (Virtual Assistant)Often called "VA" (initials of the term "Virtual Assistant"), the virtual assistant is completely available to you.However, he is not physically present at your side: he works online with you .You can give it a wide variety of tasks, the only condition being that they can, without any problem, be done remotely.More versatile than a secretary , the virtual assistant supports you in different stages of your work.For example, it can manage your newsletters , remove subscribers and even send them regularly following your request.It can also search for business contacts or individuals , to provide lists for prospecting, for example.If you are planning a business trip, the virtual assistant can help you in the organization: you indicate your budget - and he is responsible for finding the hotels, the means of transport, all while respecting your guidelines .In some cases, the virtual assistant may also agree to make phone calls himself.You can give him the access your mail to find files and classify them on cloud systems, or, in some cases, to respond to customer requests.The domains in which the virtual assistant intervenesOn the web, various virtual assistant ships flourish over time.The latter sometimes offer different specialties, depending on the needs of the customer.If you manage an e-commerce , the VA will be able to provide customer support, carry out logistics work or manage your digital marketing.If you are an overworked contractor , a personal assistant will be able to check your inbox and reply to messages, keep your calendar and help you with different administrative arrangements that you can easily delegate.In a more technical area, the virtual assistant sometimes has very special skills and can, thus, do data entry or encoding.Finally, to manage your recruitmentand assist your HR manager, the VA will manage the receipt of CVs and letters of motivation or generate profiles of candidates to optimize your recruitment methods.How to choose your virtual assistant?While more and more companies are abandoning the idea of hiring a secretary , they are more interested in virtual assistant solutions.However, in view of the variety of offers available, it is important to find a competent assistant, able to meet all of your needs.As a first step, be sure to choose a contact who respects confidentiality .Indeed, in the professional world, it is important that your assistant works with you with confidence, without disclosing information to a third party.In addition, do not hesitate to look for an assistant specialized in your field of activity , who will know more easily your needs and will be able, in the best cases, to anticipate some of your requests.Other criteria may be relevant in choosing the virtual assistant, depending on your working world.For example, if you are at the heart of a company working a lot internationally, it is essential to use a VA bilingual or multilingual, fluent in the languages ​​in which you used to work.In a completely different spirit, if you use complex software in your organization on a daily basis, it is relevant to choose a VA capable of intervening on these programs.In general, do not hesitate to request a test phase or subscribe to an offer without commitment, to change the assistant if you notice that the service is not up to your expectations.Why invest in a virtual assistant?It is particularly useful to use a virtual assistant, even if you have budget problems.Specifically, it can help you out of a difficult situation thanks to its organizational capacity and its ease, for example, to solve cash management problems.In addition, if you are in a delicate situation, using a virtual assistant will take some stress away and allow you, more generally, to have more time to focus on your real goals , by delegating what comes under administrative.

Everyone so far has said that you should only be looking for a VA when you already have clearly defined tasks, that way your virtual assistant won’t waste your time or money. And that is absolutely true.But…You have to curb your enthusiasm a little.You can’t expect an article writer you pay $500/month in the Philippines to develop the same level of quality that you will find with a $500/per article freelance writer in the US. Understanding the qualitative difference between the outsourced and non-outsourced version of the work involved must be a consideration before you decide what you can and cannot outsource.The same goes with any other activity. Understand that your VA will likely come across some challenges – especially if you expect the same quality that you do yourself.By maintaining realistic expectations, and understanding that you may not be able to outsource everything, you’ll keep yourself from being overly disappointed or stressed out later on.Make sure that you’ve covered your bases by doing the following:1. Understand the overarching strategy of what needs to get doneJust because a virtual assistant says that they have three years of SEO experience doesn’t mean you can hire him to manage your entire search optimization process. His experience in SEO may have been submitting articles to directories or adding spammy comments to blog posts. Odds are he will have no idea how to develop an exhaustive SEO strategy for your website.Therefore, it’s essential for you to know the core elements of the tasks you are outsourcing. You don’t need to be an exceptional graphic designer – but if you’re hiring a VA to build your website, you better be able to share very specific examples of elements you like from different websites. Just don’t become this.If you don’t have the knowledge or time to invest in the high-level strategy, then hiring a consultant is a better decision than a virtual assistant.However, for tasks that you have been doing on a regular basis, and simply want to pass off to someone else, a VA is a perfect choice.2. Make time to get your hands dirty, on-board and train your assistantThis is the least glamorous part of outsourcing — the on boarding and training. During this process; mistakes will be made and the new hire might take their chances with you and see how far they can push your boundaries.Unless you have time to speak with your VA, create supporting documents and videos, and walk through drafts, don’t waste your time. As with any new employee, it takes time to learn how to do something the “right” way. Considering using a SOP or Checklist software to help systemize your processes prior or during training.If, and only IF, you feel comfortable with these two (2) steps… I would say that you are ready to start looking for your virtual assistant.How to look for and find a virtual assistantI know that this is the part of the answer that you probably looked for all along, but I like the idea of having all our bases covered before moving forward.Once you know it’s time to find an assistant, the real fun begins. By following these steps you’ll minimize your headaches and maximize the quality of the first assistant you hire.STEP 1: Know where to look, depending on your needWhen it comes to hiring a virtual assistant, you have three unique options:Hire a part-time employee/team to cover ongoing needs.Hire a full-time assistant who focuses 100% on your business.Outsource specific, short-term tasks.Services such as zirtual.com, redbutler.com, and uassist.me provide ongoing virtual assistant support. These types of services can assist with basic tasks such as organizing travel, managing emails, and social media accounts and writing basic content. The first two services are based out of the US, which means they are a bit more expensive (but culturally easy to work with), while Virtual Assistant Company | Personal Assistants | UAssistMe.Co is based in Central America.For someone looking for an alternative to the traditional office administrative assistant, these services are a great fit. However, the rates for the two US-based teams start at over $30/hr (provided you use up the entire hourly allotment per month). You also work with multiple assistants – which can make it take longer for their team to fully understand your specific needs.Meanwhile, when it comes to hiring a full-time virtual assistant, many entrepreneurs look towards Asia – with its highly educated, low-cost workforce.Over the last few years, the Philippines has surpassed India as the #1 place to find a virtual assistant due to lower cultural and language barriers. While an Indian accent can be difficult to understand, many Filipinos are able to speak English clearly. India may still be a better location for technical backend projects, but most customer-facing interactions are better suited for a Filipino contractor.When hunting for a Filipino contractor, you can post on sites like the Craiglist Philippines, but I’ve also put together my own service called AssistNinja that will find, test and match you with virtual assistants who can work directly for your business.AssistNinja charges a one-time fee to find a good assistant that meets your requirements, screens and tests them before handing off the best ones to you.A third option for finding a VA is Upwork.I’ve said before that I’m not a huge fan of Upwork for a few reasons – but primarily because the quality of the contractor’s on the website seems to be subpar AND they charge a 10% fee indefinitely.However, Upwork still has its place in the outsourcing community. It is a great starting point without feeling any obligation to keep a contractor on just because they are not performing as well. When hiring contractors directly it can be a bit more of an emotional burden to let them go.Upwork also has a huge selection of talent who are inclined to do their best since their rating requires it – although the rating system can be tainted as most people who have a bad experience are not inclined to leave a bad rating on the contractor since that contractor can give a likewise bad review to the company who hired him or her.The other plus about Upwork is that it gives an additional layer of liability protection since the contractor technically works for Upwork and not yourself. This can be particularly important when hiring contractors in the USA as this means you don’t have to generate 1099 forms at the end of the year since Upwork takes care of this. It can also serve as an additional layer of protection against your Filipino worker not paying his or her taxes; which they rarely do in the Philippines. In such a case where the BIR (IRS but in the Philippines) catches somebody getting money and not paying taxes, they can send them to prison for up to a year. While they won’t go after your US company, it could cause problems should you decide to establish operations there in the future (and you lose a valuable worker).An up and coming solution is Hire Talented Remote Workers & Find Great Remote Jobs which seems to have the user-base of UpWork but without all the expensive payment fees. Instead, they charge a monthly fee to have access to the platform and they let you hire and pay the contractor directly. In my mind, this is a better long-term solution if you can find the right person. However, if you end up hiring somebody who lives in your country, it means you’ll likely need to pay taxes on any payments you send them so be sure to check with your accountant.While virtual assistant and Virtual Staff Finder both charge you during the job hunt, Upwork makes the job hunt free and then takes a tenth of everything you pay through the website. For short-term projects this may be reasonable, however, Outsourcely might be better for long-term contractors.Regardless of which system you use to find your contractor, remember that there is far more to the job-hunt then simply posting the job, which leads us to our next step.STEP 2: Time to shortlistOnce you post your job opening, it doesn’t take long before you have dozens of applicants. You now have the challenge of filtering through the massive amount of applicants to choose the right candidate.There are a few things that can help filter out the lower-quality applicants and cut down the size of the list substantially.Require a keyword to be included in the response. One of the quickest ways to filter through the applicants and make sure that they actually read your job posting is to add a comment at the bottom that says something like “Include ‘I want to be a ninja’ in the first paragraph of your application”. This will help filter out those who are applying to jobs in mass and those who are unable to follow directions. Even if the candidate seems great, if they are unable to follow your first request, odds are there will be more problems in the future. The most common sign of not following your instructions is that they are just mass copy/pasting to multiple job postings. While it could be said that is a sign of a productive worker, efficacy always trumps efficiency.Request that the candidate takes appropriate online tests. There are many free tests that candidates can take online to prove themselves. Depending on the task required, find appropriate tests for the applicants to take that prove they are skilled in the field. Several basic tests could include an English language test or typing test. I never hire someone who can’t type at a rate of at least 30 wpm. Testdome.com, for example, gives a great selection of tests for programmers where you can just ask them to take a screenshot of their test result. KeyHero is also great for WPM testing.Interview and ask for references. By evaluating the person over a video interview, and reading what other people have to say about the candidate, you’ll be able to gain an understanding of how well they can communicate, present themselves, and work with others. There is a great course on body language here on Udemy that allows you to look for subtle cues in the person you’re interviewing which would not be possible to see if it were without video. Try and do video interviews as often as possible. If they don’t have a webcam, that would be an instant pass.Being strict in the hiring process will prevent you from having to let someone go in the future and start the entire process over again.STEP 3: Don’t wait. If a candidate isn’t right, get rid of them immediatelyIf you’ve followed the steps outlined above, and put in an appropriate amount of time to train your assistant – but things still aren’t working out – let them go. And fast!Everyone has different skill sets. Some people are self-motivated and capable of working on their own from home. Others, however, need structure in order to be productive.If your contractor isn’t willing to learn new things or wastes their time on Facebook during free time (where no tasks have been assigned) then it might be time to move on.Because my assistants may start out doing one thing, and then end up doing something completely different, I always strive to make sure that they have a growth mindset rather than a fixed mindset. If someone is willing to work hard and learn, you can teach them to do anything. Meanwhile, if someone is unwilling to take on new challenges, you will never be able to get value from them than you do right now.You can always just outsource the process of finding your VAIf you need to hire a VA but don’t want to go through the hassle of finding one, check out AssistNinja.It will source, interview and test the candidates and give you the best ones suited to your requirements.

[TL:DR – Junior executive was using company email to send/receive porn, got caught, and threatened to have email admin fired, rather than remove the offending material…]I was a system administrator at my company, back in the day when disk storage was still quite expensive, so everyone was assigned a 100 MB quota for email storage. The company policy was that only “business critical” email should be retained beyond 60 days, so that 100 MB limit wasn’t a big deal for most people. We also had a policy that anyone requesting additional space could be granted an additional 100 MB of storage – no approval process required. But if you exceeded that 200 MB limit, it required your management’s approval and certification that the additional storage was required for legitimate business purposes. Outside the corporate legal team, our 30,000-person company had exactly zero people with over 200 MB of storage for their email.It is important to also note that everyone with an email account signed a form stating that they had read and understood the corporate email policy, which included the above limitations, along with a bold face section that stated “Email is a corporate asset, and there is absolutely no expectation of privacy. Usage will be reviewed on a regular basis, to ensure compliance with this policy.” It went on to state that the corporate conduct policy would also apply to email usage, particularly with regards to issues of sexual harassment, hostile work environment, etc. The policy explicitly stated that violation of the email policy could result in immediate termination for cause.Once a month, we ran an automated process that checked the amount of email storage each person in the company was using. If the person was within 10% of reaching their email limit, this process sent them an email (as though it came from me) notifying them that they were nearing the limit, and suggesting things that might help them reduce the size of their email file. It also reminded them that if they had a business necessity, they could request to have their email quota increased, along with the process for doing so. At the end of this process, I received a report, ranked in order of storage usage (largest to smallest). It was part of my job requirement to assist these folks with reducing their storage usage.One month, I received a report that showed one particular user had gone from roughly 20 MB to 150 MB during that month. This was highly unusual, so it stood out to me. I personally contacted the user, who stated it was a business necessity that he keep all that email so I extended his quota to 200 MB. No problem.The following month, I received another report that showed that same user was now using more than 450 MB of storage space. I again contacted the user, and he was adamant that he absolutely had a business requirement to keep all that email, and that he had already followed all my suggestions for reducing the size of his email storage.Unbeknownst to him, I opened his email file (remember – no expectation of privacy – and used a view that listed all the email files, sorted by date. Oddly enough, he had nothing over 60 days old, yet still had a huge email file. So I then changed the view so that it sorted the files from largest to smallest. There were close to 100 emails from a single individual that were quite large, and they all contained attachments. I opened the largest one, and saw that the attachment was a GIF file (picture of some sort), and that the email itself was only one line: “You won’t believe this one!”So I opened the attachment… Now, it’s important to know that I spent 8 years in the military, spent time overseas in areas where morality was viewed quite differently than “back home”, and would consider myself to be “hard to shock” when it came to human behavior. But what I saw in that GIF file was the most perverted, disgusting act between a man and a woman – far beyond anything I’d ever seen or heard of, and absolutely, definitely a clear violation of the corporate conduct policy. I spot-checked 3–4 more of the attachments, and while they were not quite as vile as the first one, were more of the same…So, I made a full backup of the gentleman’s email file, and saved it to an archive disk, knowing that HR might need it in the event they chose to pursue termination. I then called the gentleman, and asked him if he was familiar with the corporate email usage guideline document (which, of course, he had signed). He said he was. I reminded him of the “no expectation of privacy” clause, and told him I had done a quick check of his email contents, and found quite a “collection” of emails from one particular person, all of which contained very large attachments which did not appear to be business-related. Mind you, I’m sitting at my computer, looking at his email file in real-time as he begins to erase things. He insists that I’m wrong – he has nothing non-business related in his file. I “froze” his access to delete email in the middle of this discussion, and asked “then why are you deleting all those ‘business-critical’ files?” I could hear him literally pounding on his keyboard.Next he begins to swear at me (another workplace conduct violation) and threaten that he’s going to have my job. He tells me that I must have planted all those files, because they were not there earlier, and he had nothing to do with it. Apparently, he was a junior executive, with an overly inflated ego. He then told me he was going to call a meeting with my manager, to have me fired for violating his privacy, threatening him, and planting those files in his email.I told him that was fine, but suggested he should also include his manager in the meeting, as I would be inviting the VP of HR, as well as the VP of Legal to the meeting. I reminded him that our email system encrypted every single email using the key of the sender and receiver, and that it was a trivial exercise to forensically prove who the sender and receiver were. I also pointed out that all email files are backed up every night, and that we keep those backups for 60 days (per company policy), so it would be easy for me to retrieve his email files for any day within that timeframe, and show the existence of the “material in question” for that entire time period during our “meeting” with HR and Legal. I reminded him of the part of the email policy that stated that violation of the policy could result in immediate termination, and then suggested that he should also notify the person who sent him those files (an employee of another division of our global corporation, but which used a different email system), and remind that person of the email policy as well, lest they suffer the same fate.Suddenly, he became quite contrite and apologetic, promising that if I would restore his access, he would immediately remove all the “files in question” and tell his friend to stop sending them to him. And that from now on, he would be very careful to adhere to the email policy…Since it was Friday afternoon, and I really didn’t want to spend my weekend in the office dealing with this stuff, I told him that this was his one and only warning, and that if he ever showed up on my radar again, I would push for termination. I also told him that I was going to retain the archive of his email file as proof of the prior incident. True to his word, he removed all the porn files, and “stayed clean” for the rest of the time I was involved in the email system.A few months later, he left the company, and I deleted the “archived file”.