Explore

Competency Test

Hiring pipeline organization.

Key Change to Increase Alignment with Role Expectations

Add a role-specific scenario question to the application form that reveals how the candidate would respond to real-life sales challenges at Belle Muse. For example:

You’re behind on your weekly sales targets. How do you respond?

How did you handle challenges in your previous roles?

What could you do in case a fan doesn't respond to several consecutive messages?

Why this works:

Helps identify candidates who are naturally aligned with the role’s demands and fast-paced environment early in the process, allowing the team to focus on those with the strongest potential.

The pace and expectations naturally appeal to high performers, resulting in a pool of capable and driven applicants.

This approach improves both quality and efficiency in the hiring funnel. It aligns candidate expectations with real job demands before they even reach the interview stage, reducing drop-offs after the 10-minute screen.

Adjustments to outreach messaging

Adding self-qualifying questions.

One key adjustment to the outreach messaging would be to include self-qualifying prompts that help candidates assess if they’re a good fit before applying. For example:

“This role may be perfect for you if you are…” examples;

– someone who thrives in a fast-paced environment – a natural problem-solver who loves hitting targets – resilient and bounce back quickly – motivated by performance and personal growth

Such prompts filter for mindset and work ethic, which are key to success for the role.

How to test the candidate more effectively pre-interview

Create a short, timed role simulation task that mirrors a real challenge they’d face as a Sales Agent. For example:

You have to write a reply to a fan who’s gone quiet after showing strong initial interest. How would you re-engage them?

This:

Reveals real-world thinking under time pressure .

Tests tone, creativity, and ownership, not just writing skills.

Insightful Activity Monitoring

RECOMMENDATIONS

RECOMMENDATIONS

Recruitment Drop-Off Problem

Problem Summary

60% of applicants drop off between DM outreach and completing the screening form, harming your 24-hour progression KPI.

Step 1: Identify 1 Potential Cause of Drop-Off Questions I could examine:

Why are applicants not completing the screening form after DM outreach?

What’s missing from the outreach message?

How is the DM being delivered? is it impersonal, unclear, or sent at a bad time?

What if the form is too long, too complex, or inaccessible on mobile?

Examination results:

The DM outreach message lacks urgency, clarity, and personalization, causing applicants to deprioritize or ignore the request. Also, the form itself is too long or not optimized for mobile, causing friction and abandonment.

Step 2: Solution Recommendations

Solution 1: Personalize & Shorten DM Outreach

What to do: Revise the DM to include the applicant’s name, role-specific excitement, and a clear call to action (with a deadline).

Why: A more human and urgent message increases trust and response rates.

Example Message: Hi Alex! We loved your background for the Sales Agent position. Quick next step: fill out this 10-minute form today so we can move you forward. Here’s the link 👉 [

https://coda.io/@bellemuse/belle-muse-vacancies⁠

]

Solution 2: Optimise the Screening Form

What to do: Make the form mobile-friendly, reduce the number of questions, and show a progress bar.

Why: Long, clunky forms are a top reason candidates abandon applications. Improving usability will reduce friction.

REMINDERS: A reminder automation via DM/email 12 hours later.

How to Measure Success

Recruitment Funnel Performance Tracker

Analyzing every stage of the process and provide both conversion rates and time-based metrics.

Tracker Template

Tracker Template

Candidate ID

Candidate Name

Role Applied For

DM Platform

DM Sent DateTime

Clicked Link? (Y/N)

Form Opened? (Y/N)

Form Completion DateTime

Form Completed? (Y/N)

Completion Time (mins)

Progressed in 24h? (Y/N)

Progression Time (hrs)

Final Status (Hired/Rejected/On Hold)

Drop-Off Stage

Drop-Off Reason

Candidate Feedback

C001

Ana Ferreira

Sales Agent

5/30/2025, 8:00 AM

2025-05-30 08:05

Hired

Great process, excited to start!

C002

Liam O�Connor

Sales Agent

5/30/2025, 9:20 AM

Rejected

Form Opened

Form didn�t load fully

Page kept crashing on mobile

C003

Chen Wei

Sales Agent

5/30/2025, 10:10 AM

Rejected

DM Stage

No response to DM

Never replied or clicked

C004

Natasha Singh

Sales Agent

5/30/2025, 11:00 AM

2025-05-30 11:06

On Hold

24h Follow-up

Manager review pending

Awaiting internal sign-off

C005

Thabo Ndlovu

Sales Agent

Facebook

5/30/2025, 1:45 PM

2025-05-30 13:52

Rejected

Form Stage

Gave up mid-form

Too many fields, seemed repetitive

There are no rows in this table

⁠

Visual Funnel Representation

DM Outreach ↓ (40% click rate) Link Click ↓ (80% from start rate) Form Landing Page ↓ (90% form completion rate) Screening Form Completed ↓ (90% progress in 24h rate) Internal Review & Progression

Feedback Loop System for Team Training

FEEDBACK LOOP

FEEDBACK LOOP

Step

Creative Element

Description

Benefits

Key Questions Used

1. Identification

Weekly Pulse Bot (“Pulse Check” System)

A quick, automated 3-question micro-feedback sent via Slack/Teams after SOP submission or process task completion.

Early, honest signals of confusion or low confidence; low effort

Why are team members struggling? How confident are they? What if we collected feedback weekly?

Questions:

1. How confident are you in the SOP/process? (1-5 scale)

2. Did you face any challenges? (Yes/No + text)

3. Would you like additional support? (Yes/No)

2. Training Support

Customizable Learning “Snack Packs”

Modular, bite-sized training content (videos, quizzes, docs) focused on specific pain points; available async + live + 1:1 coaching

Personalized, flexible, engaging learning paths; gamified badges

What type of training fits each need? How can we personalize learning? When is live vs async best?

Delivery: Async Hub, Weekly 15-min Live Office Hours, Personalized 1:1 Coaching

3. Tracking Progress

Digital “Learning Passport”

Dashboard for each person showing completed snack packs, quiz scores, 1:1 feedback, peer endorsements (badges)

Visible growth record, motivation, peer recognition

What data tracks engagement? How to motivate ongoing learning?

Integrated with Slack/Teams + LMS or Google Sheets for automatic updates

4. Evaluation & Adjust

30-Day Check-In Sprint + Dynamic Adjustment

Rapid 10-min survey + peer/manager review measuring SOP quality improvement, confidence, process adoption; dynamic suggestions for refresher snack packs, peer buddying, or alternative formats

Data-driven continuous improvement; system adapts to needs

Did training improve quality? What barriers remain? How to adjust training?

Bonus KPI

Training Activation Rate

% of team members flagged who actively engage with snack packs or coaching within 30 days

Measures connection of support to those who need it

Are people engaging with support? How effective is outreach?

There are no rows in this table

⁠

Slack Message for #management Channel

Hi #management

A quick reminder to please submit your updated SOPs by end of day Monday, June 3rd. These updates are essential in keeping our processes clear, consistent, and effective across teams.

This is a great opportunity to reflect on what’s currently working and ensure any adjustments your team has made are documented for visibility and alignment.

Consider:

Are there steps in your current SOP that no longer serve your team’s workflow?

Is there room to simplify or optimize a recurring task?

What’s missing that could prevent delays?

Thank you to those who have already submitted. If you have any questions or need support with the process, feel free to reach out

Appreciate everyone’s collaboration on this!

SELF-MANAGEMENT + DAILY EXCECUTION

Sample Daily Tracker Table

EOD REPORT

EOD REPORT

Task Description

Priority (High/Med/Low)

Time Estimate

Status

End-of-Day Notes

Review job applications

High

1 hr 30 mins

Completed

Reviewed 25 resumes; shortlisted 7 candidates.

Schedule interviews

High

1 hr

In Progress

3 interviews scheduled; waiting for 2 replies.

Update HR dashboard

Medium

45 mins

Not Started

Moved to tomorrow – waiting on IT data.

Respond to employee queries

Medium

1 hr

Completed

Cleared inbox; flagged 2 issues for follow-up.

Draft onboarding guide

Low

1 hr

In Progress

30% done; needs design input from marketing.

There are no rows in this table

⁠

What do you do if you miss your daily KPIs?

Critical Questioning:).

Why was the KPI missed? I will uncover the root cause (over-scheduling, underestimated effort, or avoidable distractions.)

What’s missing from my workflow that can prevent this? > Better buffer times or clearer priorities

How might we streamline input dependencies? > Pre-schedule data requests or automate reports

System for Tracking Unfinished Tasks and Planning the Next Day 1. End-of-Day Review: Each day at 4:45 PM, I review my tracker:

Mark task status

Note blockers

Tag urgent items that need escalation

2. Create Tomorrow’s List:

I carry over unfinished tasks with updated context and urgency.

I review meetings or requests for the next day and pre-block time in my calendar for focused work.

3. Use a Tracker (e.g., Coda, Notion, Trello):

Include filters for:

Unfinished tasks

Tasks by priority

Tasks by due date

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