So you are at a place on your YouTube channel
where you're ready to start hiring and bringing
other people onto your team to help you serve your community.
Today, on talk of you about one where to find those people
and to how to hire them that's coming up.
Hey guys.
My name is Tim Schmoyer and welcome to Video Creators,
the channel that is all about helping you guys
grow your YouTube channel and the audience that surrounds it.
And today we're gonna to talk a little bit more
about the business side of all that.
Over the past few weeks, I've been giving you an inside look
at the team that I have here with me at Video Creators
and how we work together to serve you guys, as well
as a little bit more of an in-depth look of how
to work with a video editor on your team,
including the tools and the resources that I use
to communicate with my video editor
and how we kind of work together.
So links to both those videos in the description below.
But how do you find these people in the first place?
And there's three main places where I go.
The first one is through personal references.
And this is simply when I just ask people that I know,
do you know anyone who can do this?
I'm looking to hire for that and do you have anyone
that you can recommend?
And then I just talk with people as my personal network
of friends recommends people to me that they know.
That is actually exactly how I hired my business manager
Catherine.
Hi.
She's actually my sister's best friend and just
graduated from college with her MBA
and so now she is working with me and you guys.
The second place I go to hire people is to Craigslist
and this is mostly when I need someone who is more local.
So maybe for you guys you need someone
who will come to shoot your videos for you
or help you on set or something like that.
And the third place I go is to Upwork.com,
which is a great site where you can
hire freelancers to do pretty much anything that you
can think of.
This is how I hired my video editor, Julia.
Hi.
Before you go ahead and just dive into Upwork.com, though,
there are some things that you need
to know because it can be a pretty overwhelming experience
when you've got like hundreds of people applying for your jobs.
Some of them speak English.
Some of them don't.
Some of them have varying levels of skills and abilities
and how do you choose the right one?
Well, I learned how to use Upwork.com actually,
through a friend of mine, Evan Carmichael,
from the YouTube channel Modeling the Masters
and he is here to share with you guys all the tips and advice
that he gave me a while back.
Here's Evan.
Hello fellow video creators.
My name is Evan Carmichael from the YouTube channel Modeling
the Masters, and today I'm going to share with you how
I use Upwork to build my YouTube channel and my business.
So to give you a little bit of contexts,
I'm a Platinum employer in Upwork,
which means I'm in the highest category of employers.
I've hired 80 people through Upwork.
I have 80 five-star reviews.
Everybody's been perfect.
And I've paid over 20,000 hours of work
through my team on Upwork.
I have 16 people working on my team.
Six people just working on my YouTube channel and most
of them come through Upwork.
Now I know a lot of entrepreneurs
have tried hiring through Upwork,
haven't had a lot of success and then they quit and say,
this isn't for me.
And I know there's a lot of fear in hiring somebody
remotely who you can't physically sit next to
and see that they're getting their work done.
So I'm going to share with you the five-step process that I
go through that's a little bit unconventional
but really helps make sure they get
the right people on your team.
Step one is make your job posting one paragraph.
I make my job ad one big, long, ugly, nasty paragraph.
No formatting, no sentence breaks, just wall of text.
And the reason I do that is I need somebody
on my team who's really detail-oriented.
And so I don't make it easy for them
because I'm not the super detail-oriented guy.
I want them to be able to find all the little pieces
of information in that job posting,
and so it's super critical that I have it as one long chunk.
The second thing is I always lead with values
because if you want a video editor
as an example for your business for your YouTube channel
you don't want as any video editor you want
just a video editor who has a skill says lots of people
have the skills you want somebody
who loves what you're all about right Christina,
my video editor.
Hi Christina.
Hi.
She loves believe.
My message is believe.
I love helping entrepreneurs.
So everybody on my team has to love
believing in entrepreneurs.
If you do, it's one of the greatest places to work.
If you don't, then it's just another job,
and you don't want somebody coming for just another job.
And so, yes, you need to hire for the skills,
but I always lead with the values.
So what is your channel all about?
What is the mission that you're on?
And you want it to be a magnet to attract the right people.
Some people will see those values
and think that it's really stupid,
that your company's mission is stupid, and that's great.
Let them not apply.
You don't want those people.
You want the people who would see that
and are attracted to it and want to apply for your job.
Step three is bury one quantitative
and one qualitative question in the middle
of your big, long, ugly paragraph.
The reason I do this is I want to make sure that people
are paying attention.
I don't read their resumes, I don't
read their work experience, I don't read their cover letters.
The thing that most people do, that's what sucks time.
So what I do is I'll start with a quantitative question
about halfway down the paragraph.
So it goes wall of texts.
Somewhere buried in the middle is something like, tell me
how many YouTube subscribers I have?
And what it tells me is, did the person actually read
my job posting?
Because it's so easy to apply for a job
and it takes you time to read all their stuff where meanwhile
it only took them five seconds to apply
and they never actually read it.
So I'll ask a question like how many subscribers
have to my channel.
And in your response to me, lead in your very first sentence
with the number of followers that I have.
So doing that tells me two things.
One, does this person follow instructions?
Did they actually read the whole thing
and follow the instructions?
And two, can they do a little bit of research work?
I don't give them the link to my channel.
And sometimes they'll ask.
They're like, I'm happy to tell you
how many subscribers you have.
Can you tell me the link to your channel?
If someone is not entrepreneurial enough
to do a little bit of research to type Evan Carmichael
and YouTube and find me, that is probably not
going to be a good fit for my team.
So what that does is immediately cut out most of the people.
I'm cutting out 80% of the people who apply
and I'm getting to the people who actually care instead
of the person just sees a video editor job and applies for,
which saves me a ton of time as an entrepreneur.
The next question I'll bury somewhere in there
is a qualitative one, and that would be usually something
for me about entrepreneurs.
Tell me why you love entrepreneurs, as an example.
And I see what kind of response they write.
If they say something like, I love entrepreneurs
because my parents were entrepreneurs,
and I really respected them and admired them
or give me some story to feel the heart in it,
then I'm much more likely to want to pay attention
to them, whereas if they'd just say something
really generic and without passion,
then maybe it's not going to be a good fit for me.
Step four is I do a trial job.
I'll offer everybody who answers those questions
a five-hour trial job, and I'll pay them for up to five hours,
but I give them a task that I think
will take them two hours to do.
And the reason I do this instead of a fixed project--
when you hire somebody you can either do fixed fee
or you can do hourly-- is because I
want to see if they're going to milk me for the full five hours
or not.
They can go up to five hours.
If everybody basically goes to the full five hours,
I don't hire.
Because one of the challenges of working with somebody
remotely is can you trust them?
You can't watch what they're doing,
and with Upwork, you can kind of spy on their computer
and see what they're doing, but I don't want to micromanage
to that level.
And so I give them a project that I think will take two
and I give them five.
And I see one, do they do it in about two?
Do they have the skills to do it?
And two, do they go above and beyond?
I'm looking for somebody to do something more than
what I just asked, and so I'll hire 20 people for a trial
project.
Edit this video.
When Christina, my video editor, came to work for me,
she was one of 10-15 people that I hired in the trial,
and hers was the only one that was different than what
I asked for.
She gave me what I asked for and then she said hey,
here's some other things you can do with it too.
And she went above and beyond and so
I hired her and she's been my video editor
for I don't know how long.
A while.
How long, Christina?
Two and a half years.
It's been a while.
And then step number five is I hire the best.
And what this actually helps me do this whole process is
I ignore the traditional process where you look at their resume,
you look at their cover letter, you look at their experience,
then you do an interview.
And it takes you so long to read through hundreds
of applications and then do how many different interviews
before you get to somebody and none of that
is actually testing their ability to do the job.
How well somebody writes a resume or does
an interview is not reflective of how well
they can edit a video.
So I'm testing for the wrong skills.
This is what most people do.
And then you end up with two or three people in the interview
and one of them has to work out for you because you don't want
to go through that insane, painful process again
and you often end up with somebody
who is not a great fit.
And so if you follow that process,
it's a little counterintuitive, and you may not
end up with the person that you thought you were going to hire,
but you're going to end up with the right person
for your business.
If you guys have questions about the Upwork process or hiring,
leave a comment below and I'll join in this question.
I'd also highly recommend you guys check out
Tim's ebook, his 30-day guide, because it really
helped me with my channel.
I grew.
If you can check out the stats from not a lot to having
almost 200,000 subscribers and a good chunk of that
came from the advice that came in Tim's e-books.
So I highly recommend you check it out.
Thank you guys for watching.
Continue to believe, and I'll see you soon.
This is simply when I go and post my personal Facebook page.
Step one is make-- step one is make and that's it.
Is job posting one paragraph.
For example, you need someone you can come shoot you.
That's stupid.
This guy wants to create a channel
for believing in entrepreneurs?
That's so-- so what?
So like this.