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Creating Your Own Successful Bitcoin Business-Part 35

Invest In Bitcoin And Other Types Of Crypto Currency And Crypto Coins By Joining The BitClub Network

· Bitcoin,BitClub Network,Crypto Currency,Crypto Coins,Cryptocurrency

If you want to purchase Bitcoin as an investment and you want to join the BitClub Network Company, so that BitClub can mine Bitcoin and other Crypto Currency on your behalf to grow a stable and increasing investment for you, please Join BitClub Here For Free. Once you join, you will be set up with a free lead account and receive follow up emails detailing how you can create a Bitcoin investment account with The BitClub Network. For any answers to questions Contact Clyde Thorburn Here.

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Author : My Dirty Little Bitcoin Secrets PDF EBook by Ofir Beigel

See how he states exactly what he’s looking for? He spells out how many words each article should be about, what the topics are, and he also gives an example and requests sample work in the job application. After giving the specifics for his job, he then gives a wider view of what would be expected of the contractor. Nice work. So now that you’ve got the job description nailed, it’s time to tweak your job post. Here are some things that you can do to get better applicants. 1. Make sure to request applicants who have done previous work on that marketplace (even one hour is enough). 2. Request applicant with a feedback of 4.5 and up (there are more than enough). 3. If applicable – ask specific questions about the job. e.g. “How are you going to implement this?”, “Where have you written before”, etc. Now comes the fun part, screening applications. After writing a good job post this is probably the most important step of the process. On average each programming/design job post will receive 30+ candidates. This is not taken from some Wikipedia statistic, this is taken from my own personal experience. Who has time to go over all of these candidates? There has to be an easy way to screen at least the majority of them. Good news: there is. Throughout the past few years I’ve created and enhanced a simple methodology that allows me to pin-pick amazing freelancers every time. This is important because it save your money, and moreover it save you time (which is probably your most valuable resource).

Step 1 – A rough cut of everyone who doesn’t follow the rules. You already know that you should have some specific demands from your freelancers. For example you might want them to explain in their application how they are going to solve your problem, or give you specific references to similar jobs. The first step would be to screen out everyone who didn’t seem to actually read your job posting in full. This means. “Copy-Paste” applications that don’t have any personal reference to your posting – these are almost 80% of your applications. Applications that didn’t answer a specific question. Applications from new candidates who don’t have any feedback or history on the website. Applications who are drastically outside your price range. When you screen out an application I prefer “hiding” it than “declining” an application. This is because of the fact that when you decline an application you will need to enter a reason why and then you will probably get that freelancer applying again with a “corrected” application. I don’t want this. I gave him his chance and he blew it. The only exception to this rule would be if you see a really good application which is priced too high and you want to lower it. I would then contact the freelancer and ask if there’s a chance to lower the price. Step 2 – Screen for feedback and response time. At this point my guess is that you’ll be left with up to 10 candidates. Now it’s time for some in depth screening. The first action will be to cut off anyone who doesn’t have a 4.7 feedback score and up.

This may sound harsh but we’re looking for a superstar here. The reason I’m not looking for a 5-star only is because I take into account that people make mistakes sometimes. Also, something seems a bit unnatural in a freelancer that has a 5-star rating in each and every job he completed. That’s not to say that he’s not good, it’s just saying that different people have different standards. So if someone has done 500 jobs on Upwork for example, and has a 5-star rating, I would be suspicious. After doing this, it’s time to check for response time. The idea is to see how attentive the freelancer is to his message inbox. What I do is write a short message to each of the candidates with an additional question. For example. “Hey [freelancer name], I want to thank you for bidding on my project. Before we process I just have one more question. [insert question here]. Thanks again. Ofir.” Now I see who responds and how long it takes them. Keep in mind that freelancers come from different time zones so you might be emailing them in the middle of the night. Check out the country of the specific freelancer and make sure he should be awake (I don’t care if it’s a Sunday, I expect a 24/7 service). Once you get your replies, read them and this will give you a better idea of who is suitable for the job. Also, screen out all of the freelancers who took too long to answer (I consider over two hours to be too long if it’s daytime).

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