Every recruiting organization should set recruiting goals, and most do.

Our goals articulate the desired outcomes, but they often don’t address the tasks that lead to the anticipated results.

If I want to hire 25 new-to-real-estate agents this year, what tasks are necessary to make that happen?

Here are three examples (there could be many more):

Sourcing recruiting prospects

Conducting interviews

Post-Interview follow-up touches

How many recruiting prospects are needed to get one high-quality interview? Set a goal to acquire that number of prospects.

How many interviews are needed to get one high-quality pipeline addition? Set a goal to conduct that number of interviews.

What frequency of follow-up touches are necessary to keep candidates moving forward in your pipeline? Set a goal to conduct that many touches.

Setting goals at the task level allows you to measure your progress more effectively on a day-to-day basis.

Your initial assumptions on how certain tasks contribute to the end goal may not be correct, but over time true metrics will emerge.

This methodology sets you free to focus on the things you can control rather than beating yourself up for not reaching the end goal.