Introduction:
Running an agency involves juggling multiple projects while ensuring your team is both capable and cost-effective. In this blog post, I’ll share my no-nonsense hiring funnel that has helped my agency thrive, focusing particularly on how tools like Wamly can transform your recruitment process. This guide isn’t just for web design; it’s adaptable for any agency, including social media or marketing.
Step 1: Define the Role
Create a Brief: Start by outlining the role.
Job Description: Clearly state what the role entails.
Pay Structure: Be transparent about compensation. For our project manager, we offer $1,000 per project managed, which could scale to $5,000 if managing five projects a month.
Responsibilities: What will this person be doing daily?
Expectations: Company culture and performance standards.
My Promise: What you offer in return for their commitment.
You can get my Notion outsourcing/hiring template here.
Pro Tip: Utilise ChatGPT to draft this document quickly. Tailor it to roles by filling in the format above with specific hourly rates or per-project fees.
Step 2: Post the Job
Advertising Platforms: Use LinkedIn, Indeed, or niche-specific groups on platforms like Skool.
Ad Content: Include a basic job description, pay structure, and key responsibilities. Link to a JotForm application where candidates can apply.
Step 3: Collect Applications
- JotForm for Applications: Keep it simple
- Name, email, and basic details.
- Key questions like experience, salary expectations, and availability.
- A request for a portfolio link.(If relevant)
- If you want to be extra, ask for MBTI personality type.
Step 4: Use Wamly for Efficient Screening
- Wamly Introduction: Wamly is an innovative one-way video interview software. It’s free for 25-50 video interview submissions, which is a perfect component to add into a hiring funnel.
- How It Works: Candidates receive questions via Wamly, record their answers, and you review at your convenience. You can ask up to 10 questions, giving candidates 30 seconds to respond and 15 seconds to read each question.
- Efficient Interviews: No need to schedule live interviews; candidates apply at their pace, and you review when it suits you.
- Quick Shortlisting: After 29 candidates, only 19 completed the Wamly interview, but from those, I could easily upvote the top three. This saves time by filtering out those not committed to the process.
- Visual Assessment: You get to see how candidates present themselves, their communication skills, and how they handle pressure or think on their feet without the back-and-forth of traditional interviews.
Additional Tool:
- Software: We use TimeDoctor for tracking developer hours, ensuring productivity and accountability.
Conclusion:
Remember, transparency and efficiency in hiring are key to scaling effectively.
