Get to know your virtual assistants

With more than 300 virtual assistants, experts in their domain, covering over 200 service vertices, team DedicatedVA is a force to reckon with.

7 + Years Experience

30 + Industries Served

700 + Satisfied Clients

Our assistants are like employees you never had, but always wanted to.

The clients who are working with our experts for the first time often reach out to us and describe their experience as unexpectedly smooth. The following basic traits, essential to our employees, are some of the reasons why.

Great Communicators

It is no wonder that we are excellent communicators. Due to the global nature of the job, a precise and direct style of communication is essential and a prerequisite to be associated with DedicatedVA.

Highly Competent

It does not matter what the domain is, you can expect high competency from a DedicatedVA. Our employees are experienced professionals of the field with proven track record and a skill set ready to serve you.

Fitting Personality

You can sense in us an intuitive understanding of your communication style and quick adaptability to grasp your values and work ethic. DedicatedVA puts due emphasis on personality matches and believes that this is essential to successfully work in a cross-cultural environment.

Resilient

Working well under pressure is one of the criterias each of our experts fulfill. A show of impeccable work ethics in the midst of a crisis is what they strive for at every opportunity. You can’t help admiring their ability to take on multiple responsibilities when needed.

Dependable

It may be one of the cliches coming from an employer, but it is nonetheless one of the strongest points of our employees. Upon this quality stands the trust that DedicatedVA and you will build.

Flexible

Working at one of the leading virtual assistant companies, our experts are accustomed to working flexibly and serve international clients in different time zones.

You need competent VAs, we select them wisely.

For the past 7 years, we have been working smart and diligently to give our clients their precious time and hard-earned money back. You may also be habituated to waste these resources like they used to do before finally choosing to outsource.

To make your outsourcing a successful venture, we stay super strict when it comes to finding the most suitable virtual assistant for any specific task. If you take a look at our selection process you will understand one of the reasons why 92% of our clients opted to stay after working with us for the first time.

This is our step-by-step process of selecting the ideal VA.

As talent acquisition is getting more and more challenging and complex, it is becoming a grueling task that most businesses would have avoided if they could. Fortunately, you can.

This stage is about creating an outline of specific skills and character traits necessary for the roles we are hiring employees for. Based on that we develop the Ideal Candidate Profile (ICP) Template.

Here’s an example of and ICP for a VA:

Key Responsibilities:

  • A list of tasks that the individual will handle

Character and Personality Traits:

  • Proficiency at language and communication
  • Tech savvy
  • Organized
  • Quick learner
  • Flexible

Core Values and Cultural Fit:

  • Open minded
  • Strong work ethic
  • Dependable
  • Prioritize customer satisfaction

Experience and Skills:

  • Minimum years of experience
  • Expertise in specific software
  • Language proficiency
  • Other specific requirements concerning the job type

Getting the desired result is only possible if you have mastered the sorting or screening process. With 10 years in the industry we have refined the process considerably to the extent that we can rely on it to find excellent candidates.

Here’s what the screening process looks:

Advertising

As we are not the only ones looking for qualified candidates we have to make an advertisement or invitation that is attractive and engaging. Our pitch offers a clear explanation of the role and we do not shy away from providing as much detail as a candidate needs.

It is important to create an engaging and detailed advertisement, as the candidate will use this to assess their skills against the role and decide whether to apply for the job or not.

Sorting

We take our sweet time with this phase as we continue to compare the CVs or resumes against our thorough list of traits that we require in our experts.

We screen out candidates that do not possess essential technical skills which may take an unreasonable amount of time to teach post-employment.

Testing

At this stage, we get a small number of applicants that seem suitable on paper for the positions. To further narrow it down, we implement a test  and ensure that our candidates showcase the qualities we are specifically looking for.

However, to get reliable and hard results regarding personality and ability we go through the next step that further examines the candidate.

Evaluation

At this stage we evaluate the entirety of candidate data available to us. From their cover-letter to test data, we go through everything minutely to create a shortlist of candidates to interview.

We invite each candidate for an interview whom we find well-matched to our requirements, have demonstrated the characteristics and traits we are looking for, have relevant experience, and have answered the screening questions correctly with suitable language and manner of communication.

We see the interview process as a two-part undertaking:

Part 1: We Learn About the Candidate

We ask in-depth questions to know our potential virtual assistant and dig deep about anything that has raised questions during the sorting process.

During the interview we pay attention to non-verbal cues too, and ask ourselves whether we ‘feel’ the candidate would make a good fit for us and our business. As we are going to place trust on the individual with a part of our business, we have to ‘feel’ right about them.

Part 2: The Candidate Learns About Us

It is important for us to connect with the candidate on a human level, so that when they represent us to you, we are happy about how they’ll do it. To ensure it, we give the candidate the opportunity to ask questions about us and our business.

This also lets us know whether the candidate is interested and invested enough, in us and the process, to willfully help the business fulfill its objectives.

At this stage we have a list of a few applicants who we want to hire. To make a decision, we write down all the positive and negative aspects of each candidate and run that beside our ICP for VA.

This process lets us find new queries or questions about our candidates that may help us in situations where we find it hard to decide between two candidates.

We have the ideal candidates for each role we were looking VAs for in this phase. However, we are not ready to start working yet. We have to make sure that our data is in legitimate hands.

The verification process that involves the following steps takes care of that:

  • Ask for proof of identity, address, and other details
  • Ask our candidate to disclose any bankruptcies or criminal convictions
  • Conduct a thorough financial background and criminal record check
  • Verify proof of identity through
  • Follow up available reference to verify if the claims made by the candidate are true

If anything creates doubts in this stage we say no to the candidate as it is not worth the risk.

Now we have with us the selected few virtual assistants who are ready to join the Dedicated VA team. It is time to give them a great onboarding experience.

To ensure that they have a safe and enjoyable working experience with us we take the following actions:

  • Provide our experts a to-the-point ‘VA Handbook’ that they can refer back whenever necessary
  • Define Key Performance Indicators (KPIs) like quality of work, task completion rate, time management, and communication accuracy
  • Provide communication protocol, necessary tools and resources
  • Describe metrics for incentives
  • Demonstrate typical operation hours and requirements of flexibility (if applicable)

To manage our employees, we monitor their performance regularly, offer constructive feedback, and any support they need.

Our observation and review process includes the following:

  • Set clear expectations
  • Document performance
  • Schedule routine check-ins
  • Use a structured review process
  • Offer constructive feedback

To ensure that our feedback is effective we keep it clear and specific and never think twice about showing genuine appreciation.

Finding the ideal virtual assistant is difficult, but we have figured it out.

And that’s only to let you benefit from it. From CRM Management to Fractional Controller, DedicatedVA’s here to offer you the perfect outsourcing solution. If you are not sure whether we have the one your task needs, you can schedule a meeting now and find out. Remember, thinking about whether or not to outsource is costly, a call with us is free.

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