This one's a real world scenario for a friend of mine who owns a recruiting business.  My advice was to return to basics and do a ratios/metrics "where are we now" to identify what's missing.  Good time of year to have a next year planning session too.

Steve Finkel has some invaluable advice on using metrics to diagnose your desk. 

But first I recommended that they check in to see what's going on personally for that person that might be at play.  

Any other thoughts?

A top rookie mistake is investing lots of time in a bad job order.  Does your office have an evaluation process to prevent you from this major time waster?

1) Is.There.Urgency?  If it's a "as soon as possible", or "we would always hire one of those", or "it's in the budget" are NOT urgency indicators.  If they can clearly articulate that there is serious trouble if this is not hired in the next 8 weeks, or client deliverables will NOT be met without this person, or we will NOT…

You've hired some newbies and you want to be sure that THIS time, they'll work out.  Here's my tips for successful training:

1) Have them watch a senior recruiter do 100 cold calls two days in a row.

2) Give them a rocking script to use.

3) Make sure they're recruiting on a REAL job order.

4) ROLE PLAY for all of day three.

5) Let them make a few calls on their own to get over the immense butterflies having me look over their shoulder…