#virtual assistantnt

I want to talk about something that people never seem to take seriously enough when they start hiring Filipino virtual assistants: your job post matters — a lot.

I learned this the hard way.

When I first posted jobs on OnlineJobs.ph, I thought “I’ll just throw down a title, list a few tasks, add a lowball salary, and boom — applicants.”

Boy… I was wrong.

What happened next were crickets. Or worse — completely unqualified applicants.

It wasn’t just disappointing — it cost me time, frustration, and honestly, about a month of lost productivity while I tried to figure out what the heck was going on.

Eventually I figured it out. Once I started writing job posts that actually spoke to real talented professionals — not just a generic “VA needed” fantasy — the applications started rolling in. And the quality? Night and day.

So here’s what I learned (the practical stuff, not just theory), from someone who went from zero applicants to multiple hires through OnlineJobs.ph.

Why Some Job Posts Don’t Get Applicants

Let’s start with the bad news: most job posts fail — not because the talent doesn’t exist, but because employers write them like… well… job posts that nobody wants to respond to.

Here’s what I used to do wrong:

✖️ 1. Vague Titles

“Virtual Assistant Needed” “Remote Help Wanted”

These are generic and don’t tell the applicant what kind of VA you’re actually looking for.

Would you apply to something like “Assistant Needed”? Or would you pick something like:

✔️ “Ecommerce VA for Shopify + Customer Support (Remote)” ✔️ “Finance Data Entry VA — Long-term Position, Well-Paid”

The second set tells people exactly what you want. And guess what? That’s the first filter that decides whether someone even clicks the post.

✖️ 2. A List of Tasks Without Context

A bad job post looks like:

“Will do scheduling, email support, research, and data entry.”

That’s it.

No context. No sense of what the VA will actually contribute to your business. No hint of growth opportunities. No personality.

People read that and think: “This could be any job… why should it be mine?”

A good job post, on the other hand, feels like an invitation:

“You’ll manage our weekly content calendar, coordinate with clients for deliverables, and help improve workflows so we can focus on strategy.”

That sounds like a role someone can wrap their head around.

✖️ 3. Salary Is Too Low (Or Hidden Entirely)

This was my biggest mistake early on. I used to under-estimate how much Filipino VAs actually value their time and skills.

Why am I surprised? Because Philippine cost of living is cheaper than the U.S., right? So naturally they should work for peanuts?

No.

Not if you want quality.

Talented VAs know their worth. They read job posts all day. They know when a rate is insulting vs. reasonable. They know what their skills are worth locally — and they know when an offer is undervaluing them.

If you want deeper insight into this, this guide on Filipino virtual assistants salary expectations breaks it down really well.

What Makes a Job Post Actually Work

Here’s the good part — once you know what works, it becomes repeatable.

These are the elements that turned my “zero applicants” posts into the ones that brought me long-term VAs I still work with today.

✔️ 1. Clear, Specific Titles

Instead of “Virtual Assistant,” I started posting titles like:

Ecommerce Support VA (Shopify + Email + Chat)

Executive Assistant for Content Planning & Scheduling

Operations Coordinator for Scaling Agency Projects

These tell an applicant what the job actually involves — not just that you need help.

✔️ 2. A Real Description That Respects Their Intelligence

A great job post reads like a conversation — not a bullet list of chores.

Good descriptions explain:

What the VA will be responsible for

How this role impacts your business

Who they will work with

What skills or tools they will need

What success looks like after 30/60/90 days

A job post that feels like someone actually thought about the role attracts better candidates.

One tactic I use is writing this section like a pitch — as if I’m recruiting a friend into the role. That little mindset shift changes every sentence.

✔️ 3. Transparent Salary (With a Fair Range)

This is huge.

If you want the best talent, you don’t lowball.

Here’s what ended up working for me:

I included a salary range (e.g., $600–$900/month)

I explained that I value clarity and fairness

I mentioned that this is subject to experience and output

That transparency doubled my applicant quality overnight.

Putting salary up front respects both your time and theirs.

✔️ 4. Requirements That Are Realistic — Not Astronomical

If you list 8 years of experience + 10 tools + MBA + unicorn skills… you’re going to scare people off.

Instead, I list:

Essential skills

Nice-to-have experience

What training I’m willing to provide

That way, candidates don’t self-eliminate themselves before you even see them.

✔️ 5. Something Warm, Human, and Inviting

Here’s a sample line I always include in my job posts:

“We are a growing remote team that values thoughtful communication, structured workflows, and people who care about doing work they’re proud of.”

It doesn’t have to be poetic — just human. That little bit of warmth gets more replies than a sterile “duties include… send resume to…”

A Sample Job Post That Actually Works

Here’s one I posted that got 9 high-quality applicants in 48 hours:

Title: Ecommerce VA – Shopify Support & Fulfillment (Remote, Long-Term)

Description: We’re a small but growing ecommerce brand that needs an organized, responsive virtual assistant to help with:

Daily Shopify order processing

Customer support tickets (email + chat)

Inventory coordination with suppliers

Weekly sales reporting (simple dashboards)

You will work directly with me and our fulfillment team, and you’ll have the autonomy to improve processes as you grow into the role.

Requirements: ✔️ Excellent English communication ✔️ Shopify experience (or willingness to learn) ✔️ Google Sheets reporting skills ✔️ Positive, detail-oriented work style

Salary: 💰 $800–$900/month depending on experience

We value transparency and long-term collaboration. If you thrive in remote environments and care about quality work, we’d love to hear from you.

That one post changed everything for me.

I started getting applications from people who were not just qualified — but excited about the role.

And that excitement matters. A lot.

Why Salary Matters — More Than You Think

Let’s be real: everyone wants cost-effective help. That’s part of the appeal of offshore VAs.

But I learned the hard way that paying too low traps you in a cycle of bad hires.

I tried that. It led to flaky applicants. It led to people ghosting me mid-project. It led to churn. It led to starting over more than once.

You don’t pay more because you want to spend more — you pay more because that’s how you attract people who stay, care, and produce excellent work.

This is why your job post should honestly reflect the value you place on the role. Trust me — a fair salary gets more respectful, more qualified, and more serious applicants.

And once you’ve paid a fair rate, your ROI becomes obvious: less turnover, higher quality, more initiative, fewer mistakes, and overall less stress.

What I Learned From Employers Who Recruit Great Talent

Here are a few things I picked up — both from trial and error, and by paying attention to patterns among successful hires:

💡 Great applicants read between the lines

They’re not just skimming; they’re assessing whether you actually value them as contributors.

If your post sounds like “do chores for cheap,” they’ll treat it like chores.

If your post says “we’re building something we care about,” they’ll respond like teammates.

💡 Clarity beats cleverness every time

Vague descriptions lose every time to detailed expectations. Help them visualize the job, and they’ll imagine themselves in it.

💡 Respectfulness matters

Settling on low rates because “it saves money” ultimately costs you in turnover and mediocre output. Be fair — and you’ll get fairness back.

Final Thoughts (The TL;DR of What Actually Works)

Here’s the simple truth:

✅ Good titles attract clicks ✅ Clear, specific descriptions attract applicants ✅ Transparent, fair salaries attract quality applicants ✅ Realistic requirements attract real candidates ✅ Human language gets better responses

If you want to go deeper on why your job post might not be getting traction, check out this piece on why the best Filipino VAs aren’t applying to your job post. And if you’re unsure what a fair rate looks like for Filipino VAs, this salary guide breaks down expectations so you’re not guessing.

Hiring great talent isn’t a mystery — it’s just about respecting the process and respecting the people doing the work.