I hope you enjoyed Part 1 of the series. 

​Thanks to those that reached out to share their thoughts and feedback. At the end of the day, my goal is here to provide with you the information I think you need to know before making an informed decision.
 
This is coming from one of the pickiest eaters you will have ever meet in your life, lol.
 
I have learned you can’t knock something unless you try it, so I hope after you read the final misconceptions you will have what you need to know to make an informed decision about entering the Virtual Assistant industry.

​​Everyone knows something that someone else does not. #facts
 
I need to expose this misconception for it falsely leads people to believe that they have nothing to offer and will never be good enough to stake their claim in the virtual domain.
 
The only limitation you have is your mind. That is no fluff, that is real talk. There is only one you.
 
I know other freelancers in the same industry that literally live 5 minutes away from me  and offer the same services, but how they offer their services is completely different than me.
 
For that reason alone, there will always be enough clients for everyone, you just need to find your unique value proposition that once you are getting prospects into your sales funnel, you are getting them closed                                                                   (now or in the future) and/or getting referrals.

​This is the biggest and most expensive misconception I had!  I think even up until 5 years ago, a lot consumers (even myself) linked legitimacy of a business to a website, especially a virtual one, where a client will most likely never have the opportunity to meet the service provider in person.
 
So, what has changed since then?  You can now build a website free and have (thank you to the genius that came up with Drag and Drop it like it’s hot, lol).  Also, social media - for example, if your ideal client is on Facebook, you can create a business page where you can build the  same know, like, trust factor as the website. 

Just some quick stats on Facebook so you can really understand the business potential the VA industry and further discredits Misconception #3:

• Total Number of Monthly Active Users: 2.50 billion (Source)
• Total number of Mobile Daily Active Users: 1.59 billion (Source)
• Facebook’s share in the global digital advertising market is 19.7%.
• Facebook’s potential reach of advertising is 1.9 billion.

 
                                                                           Source: Facebook by the Numbers: Stats, Demographics & Fun Facts

​Employers have been shifting from the traditional in office model to create flexible work options, save money on office rent, and increase productivity, but I have experienced personally that individuals digest it differently when I say I work remotely for my employer versus when I work from home for myself.
 
As time has gone on, they have come to realize that I am not just a 'Businesswoman'!. I'm a Business... man! #bey-zvoice.
 
I am happy that along the way that I met people along the way that were in various stages of their VA journey because they were able to relate to the scepticism I was facing.
​
After I had my daughter at 19 there was 2 educators, that to this day that I will never forget, that took an interest in me and pushed me to continue my education.
 
If it wasn’t for them, my chances of getting in and staying on the social system would have been greater, I have no doubt about that and I will never be able to repay them #gratitude.

This is one of the main reasons I created a VA Business Coaching program. if you want more of me (and a supportive community afterwards), I am in the process of building a membership community. #payitforward
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​If you made it to the end of this and realize you have been misinformed, I would love for you to share with me on Facebook your biggest takeaway from this blog OR you can book a virtual chat with me so I can get to know you better. I look forward to fellowshipping with you. God Bless!

​I really cannot believe that we are in the second last month of 2019.

​I hope everyone enjoyed the summer season with family, friends, traveling - really just doing things that you enjoyed and allowed you to #pauseandreset.

Last month in a Tovey Talks first, I decided to do a part 2-part blog series on interview mistakes & recommendations.

Although I wrote this with employees/employer in mind, for my freelancers these same recommendations should be considered when trying to secure that deal with a potential client. Here are the remaining 2. Enjoy!

​Mistake #4
Speaking Negatively About An Employer

​Ephesians 4:29 (ESV)
"Let no corrupting talk come out of your mouths, but only such as is good for building up, as fits the occasion, that it may give grace to those who hear."
 
Out of all the mistakes & recommendations, I know this one can be the most challenging especially when you sincerely have had nightmare employer and/or employment experiences, but I promise you have nothing to gain professionally or personally by going down the route of negativity.

​Fast Company shared 5 level-headed recommendations on how to bring up a nightmare boss during an interview.
 
1. Be Honest (Within Reason)
When asked about a bad employer, you should be honest, but not go overboard. No one can realistically have the expectation that a potential candidate will only have positive employer experiences and there is nothing wrong with talking about it in an objective, non-emotional way.
 
2. Avoid Giving Unnecessary Information
When you find yourself in a situation where you feel you were overlooked for a promotion, an immediate reaction could be to criticize the successful candidate. Instead of looking bitter and immature, focus on the fact that you are seeking to find a new challenge that may exist elsewhere.
 
3. Turn the Negative Into a Positive
I have a saying “it is only a mistake if you don’t learn from it”. Although at the time it may not’ feel like it, every bad job experience led me to me making the decision in 2015 to start building my own virtual empire. The convenience of building my life around work and not the other way around, has allowed me to be with elderly mother on the other side of Canada, that has limited mobility due to Osteoarthritis. anytime I want. #blessed
 
4. Remember What You Enjoyed
The reasons why I stayed in positions that were not fulfilling and/or with disreputable companies as long as I did was because I genuinely enjoyed my co-workers and the transferable knowledge I was gaining. Although there was many days I did not feel valued, I just focused on developing mutually beneficial working relationships and positively contributing to the work environment. It was this attitude that I have been able to have the opportunity to call on the same references when needed for over 10+ years now.
​
5. Say What You’re Looking for Instead
Rarely are people only looking for the exact same job with a new boss. Instead of saying what you are looking for express what you hope to get out of a new job. For example, mentioning, a desire for more responsibility, a structured schedule, or a better opportunity for advancement. These are all ways to mention negative problems, but show you are looking for solutions.

If you enjoyed this series and want to see more, send me a Facebook post on my page and share with me some other topics you would like to me to do a series on.

I would love the opportunity to fellowship with you.  For a free consultation to discuss your career needs, please book your appointment here.

Late last year when I saw an article pop up in my inbox with “Ghosting” in the title, I was high key confused and said to myself “When did LinkedIn add online dating to their business model?” Clearly the title intrigued me enough to click and learned that the classless practice had unfortunately crossed over into the workplace.

For those asking “What is Employer Ghosting?” USA Today describes it as what happens when job candidates “blow off” potential work opportunities in a hot job market. Some examples of this new workplace phenomenon, include, but are not limited to the following:

• The applicant chooses not to show up for a scheduled interview.
• The candidate signs and returns the offer, but then doesn’t show up or call on the first day of work.
• Existing employees just stop showing up to work.
  ​

Historically it was the employer that was ignoring applications of qualified candidates or bypassing post-interview formalities, but with job openings surpassing the number of job seekers and unemployment rates at the lowest in some areas, the tides have definitely turned.

In this week of Tovey Talks, I will approach this topic from the candidate’s perspective. When I was younger, I applied for that I 100% knew I had no interest in doing; therefore, I had no qualms about shutting down all communications with an employer that I may have already started the recruitment process with (I know - cover eyes).

About 2 years ago, I remember applying for a position through an agency in which the Recruiter would not even send me the job description until I signed an NDA (Non-Disclosure Agreement). I had a total of 3 interviews including with the HR Director of the Employer.

During the final interview, I met with everyone at the 2 previous interviews, as well as the manager I would be working for. Can you believe after that day, no one from either the Agency or the even the Employer replied back to my many follow-ups to find out of if I was successful. The way I found out the status was that the job was re-posted through a different agency. I remember how upset and disappointed I was, but I am a big believer in the power of reaping and sowing – so the outcome was inevitable.

What did I learn from this experience, and what can you to prevent his from happening to you?

Do not focus on just the job responsibilities itself when applying for a position, look at other essential elements that make up your idea of the “ideal job”. This will put you in the position to ask the necessary questions in order to decide if you even want to consider an interview.

​For example, if you are ambitious, is there opportunity to move up? If you giving back is important to you, what is the employer’s stance on social corporate responsibility? By taking this approach, you will only be considering positions worth your time and will be more inclined to keep the lines of communication open during the recruitment and selection process.

After never hearing back from Recruiter mentioned above, I got an email from her a few months later. She explained to me how she left the agency she was with previously. She said she remembered me and was curious if I would be interested in this new opportunity she was working on. I decided to pay her the courtesy that she didn’t to me: a professional reply clearly explaining my decision to pass on this potential opportunity.

With this incident, I came to understand the importance of not burning bridges. Even though payback at times seems tempting, leaving an employer/recruiter hanging is not the way to go.

I would love the opportunity to fellowship with you. For a free consultation to discuss your career needs, please book your appointment here.