Numbers don’t lie. How to hire the right candidate. 💼

Welcome back to The Agency CEO (by me, Jesse Gilmore at Niche in Control).

Every Thursday, I send you a quick 10-minute read on the tools, tactics, and systems that the top 1% of agency owners have used to scale their businesses to 8-figures and beyond.

This week, we’re once again talking about hiring. More specifically, how analyzing applicant data can significantly improve your chances of bringing the right person on board.

Let’s dive in 👇

Applicant Data: An Early Way to Filter Your Candidate Pool

One of the biggest challenges in hiring for your agency is often overlooked: having too many candidates to sort through.

But don’t worry. The proper analysis of applicant data can save you from lost time and increased stress.

The following steps will improve your chance of hiring the right employee at the right time:

1. Collect and organize applications: Set up a hiring funnel and allow applications to accumulate over seven days without reviewing them immediately. This helps you gather a substantial number of applications to analyze collectively.
   
   Why it’s a must: It prevents you from getting overwhelmed by daily application reviews and ensures you have a sizable pool to evaluate.
   

2. Utilize metrics from the hiring funnel: After seven days have passed, dive into the metrics. For example, if 134 applicants landed on your page, 108 interacted with it, 53 started answering questions, and 26 completed the process, these metrics provide a clear picture of applicant engagement and commitment.
   
   Why it’s a must: Understanding these metrics helps you identify which applicants are genuinely interested and engaged, making it easier to focus on the best candidates.
   

3. Export and filter data: Export the data from your hiring platform to a CSV file to filter out applicants who did not complete the process. Open the CSV file, sort it by the last required question, identify applicants who left questions unanswered, and remove them from your list.
   
   Why it’s a must: Filtering incomplete applications ensures you only spend time evaluating serious candidates who have demonstrated commitment.
   

4. Import data into evaluation templates: Copy and paste the filtered data into your applicant evaluation scoring worksheet. This template helps you systematically assess each candidate based on predefined criteria and performance outcomes.
   
   Why it’s a must: Using a standardized template ensures a fair and objective assessment of all candidates based on consistent criteria.
   

5. Scoring and evaluation: With the organized data in place, begin scoring applicants on a scale from 1 to 5 for each performance outcome. Any applicant receiving a score of 1 in any category should be disqualified.
   
   Why it’s a must: This scoring system quickly identifies the most qualified candidates, streamlining your hiring process and improving your chances of finding the right fit.

Analyzing applicant data is an efficient way to home in on the most qualified candidates.

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Until next week! 👋 

Jesse & team.