Here is the Key to Avoiding Recruiting Slumps

November 26, 2015

There is one place no one wants to be: it’s the end of the quarter or the year and you haven’t hit your recruiting targets. Candidates are not responding, hiring managers are not being understanding. Your work just feels like one deep and sticky slump.

In my experience, there is only one way to avoid this slump and set yourself up for success: tracking your metrics…daily.

Monitoring your metrics so frequently may sound like a lot of extra and tedious work, but it’s the only way to notice when you issues arise and prevent them from snowballing into big problems. This is also a great way to optimize your performance and achieve solid results.

Here are a few steps you should follow to establish this as a habit:

1. Understand why tracking your metrics matters and commit to doing it

Staffing and recruiting is a relationship building business, but it is also a sales profession and sales is a numbers game. Measuring your stats and individual ratios provides you with a daily opportunity for instant feedback and gratification, along with and clues on where coaching would be most beneficial.

Remember that if you’re not tracking recruiting metrics, you have no way to measure your success or problem areas. And, not measuring means you don’t know:

  • How to determine production in the coming month, quarter or year.
  • How to measure when you are attaining the results to actually close placements.
  • How to set minimum result standards.
  • How you can better serve your candidates and clients.

Measuring your activities takes the guesswork out of improving your level of success.

2. Determine what metrics to track

There are certain ratios and statistics that are critical to measure. Here are a few (with some staffing agency bias):

  • Recruiting call to hit
  • Hit to interview
  • Interview to send-out or interview to submittal (contract/temp)
  • Send-out to placement or fill _______
  • Marketing call to orders, contracts or assignments
  • Presentation to send-out
  • Orders, contracts or assignments to fill

Think about what metrics make sense for your day-to-day role and make a list that you can refer to.

3. Measure regularly and adjust your work in order to prosper and grow

Once you know what to track, you should start monitoring those metrics in a dashboard and work to eliminate weaknesses. Tracking metrics is as important as planning and must be tracked daily in order for them to be accurate.

Then the next step is to improve. Improvement comes from making adjustments and then measuring results to test those adjustments, taking the mystery out of where you need to focus.

You will know the exact results you must achieve each day to consistently attain your goals. And remember, it’s not about the number of calls you make, but rather the daily results you need to achieve. Your focus should be on enhancing performance to better serve the clients and candidates you represent.

The statement, “What gets measured, gets focused on” is true.You measure to understand, learn, grow and succeed. You measure for warning signs of slumps, but also to identify when you are doing a great job. By measuring and setting minimum standards, you can identify methods for improvement and assure that you are becoming a better recruiter.

* Image by netzanette

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