Hi Allison. Over the past several years - it's been harder and harder to use # of phone calls as a measurable item. Before voicemail, etc. it was rather easy. But now many clients do not pick up the phone unless they recognize your number. And if you call 60 times w/o leaving a message - I'm sure they'll recognize your number! So it's a quandary we are all facing. Do we call 5 times - then leave a compelling message? Or leave a message the first time? Some never will leave a message. I can see valid points on either side of the issue. So really - using the number of phone calls is quite difficult (or at least considerably more so than a decade ago.)
What is very crucial is engaged time on the phone. Quite possibly your phone system can provide that data. 3 hours was always a target back in my agency days. Now - I'm sure you realize that's 3 hours with a variety of different/targeted people and clients. Not friends and family!
My personal metrics only begin once I have identified a match between a candidate and job order. I then track those introductions on through telephone interview - on site interview - offer extended - offer accepted - start date.
A good target is 1.5 to 2.0 Introductions should generate an initial meeting or phone interview between your client and candidate. From there - an average tech/engineering desk would be 4 - 5 Sendouts to 1 Placement. You should prepare/plan for 1 of 10-15 to be no starts after offer accepted.
Good luck Allison. Numbers are important and it's nice to see someone working on theirs!
Thanks Jerry! I agree with your point regarding time on the phone versus number of calls. I'm trying to gauge activity required to generate a search (we do retained) and I'm getting stuck on developing a formula that states "this many calls" (or time on the phone) should equal "this many search proposals/presentations" should equal "this many retained searches". My boss does not have a background in search and is very metrics-driven so I'm needing to make this more detailed. Thoughts?