ay some recruiters process.
In our office, we focus on total number of calls made, and we measure our successby the number of interviews, not resumes sent out.
I measure what is important, and meaningful to our office.
Number of interviews is extremely meaningful. I don't care how many people the recruiter had to screen, I don't care how he convinced our client to interview. I hope it wasn't by sending a resumes, but again, I could just be a grouchy old broad and not in step with the times.
Why do I measure number of outgoing calls at all? Well, it is a simple way to making sure everyone is on the phone, and one only has so many relatives. It is amazing how easy it is for a recruiter to start at 100 calls a day and go to 10, with that 10 'feeling' like 100. So we count the calls. Low call count takes three months to manifest itself in production. By the time production slips, and the recruiter realizes DAH got to make more calls! It is too late. We honestly need to look at the number daily.
It works. We count what is important to us. We are all adults. If you have to send a resume, a hot air balloon, or fly to the client site yourself, I don't want to hear about it. Just confuses the issue.
I would rather not measure the number of resumes sent out, to do so would be to encourage an unproductive behavior. In my office, a high number would mean that you are papering companies with resumes instead of providing service by presenting qualified people that they want to hire.
I guess we all gotta measure somthin'…
ts can increase the odds of finding a qualified one, but those details of more applicants only are important if it's generating more qualified people.
There are many variables and opinions on what to include, what to leave out, etc., - almost as much varying advice as there is for the poor applicants trying to write their resumes!