As we have mentioned before, recruiting is sales; but sales in not JUST about the numbers it's about performance.  When it comes to selling yourself as a recruiter to employers or job candidates, success is not simply in the raw numbers, true success is measured in the number of contacts you initiate with prospective employers or job candidates on a consistent basis over a long period of time.  That means contacting prospective employers and quality job candidates for the first, second, third, fourth and fifth time and so on over a period of time. That is where true, long-term recruiting success comes from.

How do you know if you are initiating ongoing and consistent contact with employers and job candidates?  Well, the first place you can look at is your results.  How many interviews with job candidates have you scheduled?  Is it the number you want?  How many employers are you meeting with this week?  Are you on target?  Do you have a system of tracking how many employers and/or job candidates you contact each day or week?  Do you keep track of who you're contacting and follow-up with them over a period of time?

To experience more success as a recruiter, make sure you have a system that includes the following:

1.    A system of prospect follow-up communication, which can include the phone, email or postal mail.

2.    A system of tracking who you contact, when you last contacted them and when you are scheduled to contact them again.

3.    A system to measure how many times you have contacted prospects.

4.    A set goal of calls to make each day.

5.   A monthly plan to reach out and make new contacts.  How many law firm recruiting coordinators will you contact?

6.   Check in at the end of each day to make sure you are on target to meet your goals.