Recruiting Methodology

Our Recruiting Process

When you start a search with Twassistant, you are starting an extensive recruiting process that finds candidates from around the world and narrows them down into two or three of the candidates best suited for your position.

Our process for selecting those top candidates includes multiple interviews, reference checks, competency testing, personality testing, and a verification that they have suitable technology to work productively without interruptions.

As our profile of information on the candidates grow, we are then able to compare the requirements and preferences of your position with key areas of character and competency display by each candidate. We pick out the best matches for you based on that analysis.

Based on the requirements of the position, we will take candidates through competency testing to ensure that they have the skills needed to perform the job.

We take our candidates through the ISAT and Innermetrix Values Index to get a sense for their character and working style, so that we can assess their compatibility with the position.

All our staff are required to meet minimum technology standards with their current computer hardware, as well as having stable and fast Internet connectivity.

In our interviews, we first assess the candidate’s ability to communicate verbally, compare their personality in person to their test results, and their eagerness and proactivity for the job. In the next round of interviews, we go through and confirm their experience level, knowledge of their field of expertise, their attitude towards work, compatibility with a team, and get an overall view of their background.

To confirm all the details presented to us by the candidates, we will approach their references and ask them about their experience working with the candidates.

Staff Profiles

We create a staff profile for all available staff that gives a one page summary of the staff member, so that you can quickly assess whether they would be a good fit for you. The section below gives the details on what each section means and how it is relevant to you.

All candidate staff profiles include Top Skills and Career Highlights sections, which summarize the candidate’s employment experience. The candidate’s availability and personality are briefly described in the Facts & Bio section.

The Soft Skills section also includes ratings for each candidate in four key areas:

  • English Fluency
  • Business Writing
  • Proactivity
  • Cultural Climate

You can find a legend for our 5-point Soft Skill ratings below, including standardized benchmarks for each rating.

Ratings Legend

English Fluency

5 – Indistinguishable from native English speaker, with almost perfect grammar.

4 – Able to understand and clearly articulate advanced concepts in English, with a mild accent and excellent grammar.

3 – Able to understand advanced concepts in English and clearly articulate basic concepts, with a moderate accent and good grammar.

2 – Able to communicate basic concepts in English, strong accent, unable to understand or communicate advanced concepts, poor grammar.

English not suitable for connection to client.

1 – Inability to communicate basic concepts in English, strong accent, very poor grammar.

English not suitable for connection to client.

Business Writing

5 – Able to organize thoughts and meaningfully summarize, in addition to having excellent formal communication.

James, here’s some info about Twitter Promoted Trends: allow you to put your story at the top of the stream for 24 hours. While this is time-bound, conversation doesn’t necessarily ends when promotions ends. A dedicated Twitter account manager would be needed.”

4 – Consistently communicates formally, articulately, and with proper grammar.

Noted. I’ll start building the page for each featured property that we can set up later on Twitter or Google Ads, whichever direction you want to take.”

3 – Writing style is generally formal and intelligible, but at times lacks proper grammar.

As per checking into the Map of the event, the most convenient place for us to meet would be in Robinsons Galleria. That’s roughly a 5-10 mins walk from the event you’re at right now (if I’m right).”

2 – Written communication is informal at times, but generally intelligible.

Writing not suitable for connection to client.

1 – Written communication is informal, and at times unintelligible.

Writing not suitable for connection to client.


5 – Takes initiative even when the correct action is not clear. Comfortable with a certain level of risk, they take responsibility for seeing a task from start to finish, and ensure that the team is on board.

Suitable for a non-structured role with significant responsibility, such as a project manager or department head.

4 – Takes initiative frequently. When work has been completed, always reaches out to ask for more assignments. Reminds their team of upcoming deadlines. Thinks in advance of what needs to be done to complete an assignment.

Suitable for a lightly structured role that requires a high amount of creativity and independent thinking, such as an executive assistant.

3 – Takes initiative when it is clearly the right thing to do. When work has been completed, reaches out to ask for more assignments.

Suitable for a fairly structured role that requires moderate independent thinking, such as a customer service representative, virtual assistant, or data entry operator.

2 – Primarily responds to given tasks and takes initiative on tasks similar to assigned work. Does not think in advance about what else could be done, or reach out to be assigned more tasks.

Not suitable for connection to client.

1 – Only responds to given tasks, does not think in advance of what could be done next, or reach out to be assigned more tasks. Does not take any initiative beyond assigned work.

Not suitable for connection to client.

Cultural Climate

Cold (-2)

Task orientated, direct communicator:
Acceptable for members of a team to keep relationships at arms length and plough through tasks together with few interruptions, as the purpose of working together is to complete tasks.


No strong cultural preference, or able to adapt to cultural preferences of others.

Hot (+2)

Relationship orientated, indirect communicator:
Desire to cultivate an easy-going, friendly atmosphere when working with others. Great lengths are gone to keep conversations pleasant and relationships on good terms.

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