You've just hired a new recruiter and want them to see success as soon as possible, to keep them motivated and excited and making money.
I was having this conversation just the other day with a good friend who has hired her first employee and as I'm getting ready to do the same, we were brainstorming, trying to remember back to the days when we started and how we worked then versus now.
We both agreed that having a daily plan is crucial, as is having set productivity goals. Our former boss used to tell us to focus on the numbers, that 'the numbers don't lie', meaning when you track your productivity, it's down there in black and white and you can really 'see' what you've done. If the numbers are there, the sendouts and placements will follow. Ever have a day where you feel really busy and time flies, but at the end of the day you're scratching your head wondering what exactly you accomplished? That's being reactive, versus proactive.
So, we agreed that we'd want our new hires to focus on activity, on generating interviews, and submittals and sendouts...
Where does it all start though? With calls. E-mails are great, and important, but calls that lead to interviews are key.
So, how many calls a day should that new person shoot for? I've seen many an article that says 80-100. And that sounds good and all, but how realistic is it? I remember when we had contests for calls and what happened was that people would 'pad' their calls, they'd make them, but they wouldn't be smart targeted calls, they'd just be dialing anyone to get the call credit.
Not a good use of time....
So, rather than focus on number of calls we settled on a goal of one submittal a day. Which means interviewing anywhere from 3-5 people.
But, we still are wondering what the ideal, effective number of calls per day for a rookie to focus on?
What has worked for you, or in your offices?