If you
happen to be a football fan you will know that the recent Monday Night Football
game, Seattle Seahawks vs. the St. Louis Rams, was a disappointing win for the
Hawks. 

That’s
right a win, not a loss; so why disappointing? 

The
Seahawks, as do many other professional sports teams rely on consistency,
rhythm and what some might call “staying on schedule” to reach that ultimate
goal – the touchdown.

The
comments about that game, from the Hawks coaches and players, may give some
insight into reaching your own goal line. 

The following is an excerpt from an article in the
Seattle Times. 

"Quarterback Russell Wilson always
talks about staying on schedule. By that he means picking up positive yards on first
down, then doing the same on second down to be in good position on third down. Negative
plays or no-gains throw Seattle off schedule.

 That’s what happened against the Rams. The
Seahawks averaged just 1.1 yards on first down, and that’s not including a
penalty on guard J.R. Sweezy. As a result, Seattle was just 2 for 11 on third
down and now ranks 28th in the league in third-down efficiency.

“I don’t think we
were good on any down,” Baldwin said. “First down was terrible as well. We
couldn’t stay on schedule, couldn’t get any rhythm.”

As a
recruiter or hiring manager, you are the quarterback of the recruiting function
of your business. It is up to you to make sure you get that “yardage on the
first down” that lets you stay on schedule and move “down the field.”

You do
this by knowing what you want to accomplish, finding efficiencies in your plan,
and keeping on schedule to ultimately meet your objective. None of these
objectives are possible without metrics.

To continue the sports analogy, what if we divided your ultimate
goal into "downs?"

Just like football, getting to the next down requires building a
schedule of tasks and analyzing the results.  
Examining the metrics is the best way to win in recruiting. 

Here is a list of common recruiting metrics that should become
second nature to any recruiting professional within the real estate industry:

Number of connections with candidates: (live calls or email
exchanges)

Number of additions to pipeline (permission to follow-up)

Number of one-on-one interviews (face-to-face)

Number of enrollments in licensing school

Number of follow-up connections (post-interview)

Interview-to-hire percentage

Post-Interview pipeline-to-hire percentage

Licensing school drop-out percentage

Number of offers

Number of hires

Lost-to-competitor percentage

If you’re meeting benchmarks on these recruiting metrics, you’ll
also be consistently gaining momentum in your recruiting process.  You’ll find it easier to stay on schedule, create
a comfortable rhythm, recognize efficiencies, and successfully reach your goal. 

Editor's Note: This article was written by Dr. David Mashburn. Dave is a Clinical and Consulting Psychologist, a Partner at Tidemark, Inc. and a regular contributor to WorkPuzzle.