Money-Recruiting (Part 2 of 3) The Components & Principles of Recruiting

  By Jon Bartos  |    Wednesday October 10, 2019

Category: Columns, Expert Advice, Productivity, Recruiting

A Simple Guide on how to make it rain cash by Using Metrics 

Activities, Results, Ratios, and the Quantum Leap Theorems 


PRE-SEASON CONDITIONING: When a newbie comes to play in the recruiting arena, a good manager knows that the first focus must be on getting his player’s “at bats.” In baseball, an “at bat” is the only chance a player must get a hit…there’s no shortcut. The more “at bats” they will have, the better chance they will have of success. The tenured recruiting manager knows that his first job is to get his rookies “at bats” by getting them on the phone. If the new recruiter does not get enough “at bats,” they will fail. Contrary to widely held belief, even with today’s social media, resume grabbers, aggregators, spider engines, job board alerts, and much more at our fingertips—recruiting is still a phone business. Developing the habit of being on the phone—and rarely off the phone—is a critical objective in the first 90 days for all inexperienced players. This conditioning must take place to develop the habits necessary for success in recruiting. Managers must also institute minimum expectation levels on the critical activity metrics that lead to recruiting success.  They are activity metrics which can include calls, recruiting presentations, marketing presentations, candidate data sheets and call time.


The Result metrics are the result of the Activity.  Send outs, Placements and Billings all are significant results metrics.  Once we have the activity and results metrics, we then can calculate our quality metrics or ratios that tell us how good we are at what we do. 



Quality Metrics: The Ratios and Quantum Leap Theorems 

Quality metrics are determined using ratios rather than independent number metrics. In most offices, the top producers tend to have more on-the-go activity and their ratios tend to be much lower than those of newer recruiters. Having more activity means they do more volume and tend to be on the phone longer. Is this strictly based on their individual personalities putting a creative spin on the way they perform? Absolutely not. Their ratios are lower because they are producing better quality of work performed. By tracking metrics over time and evaluating crucial ratios, the idea that recruiting truly is a science can not only be confirmed, but it can also be used to transform the performance of your office overnight—if recruiting is a science, anyone can learn to apply its scientific principles. These constitute the metrics that must be achieved initially in order to allow for an enough volume of activity (Critical Mass Principle) to be attained for one to be successful in the field of recruiting. However, in today’s constantly busy lifestyle, especially now that the Millennials and Generation X-ers are in the workforce, people desire more work/life balance. None of us want to work harder-- we want to work smarter. We work to live, not live to work, right? But working smarter, not harder is easier said than done. 

So how do we work smarter? We begin by looking at recruiting as a science – systemized knowledge derived from observation, and proven processes which can be replicated by anyone. Once the quantity metrics are in place to provide the necessary volume of data, if attention is then paid to important quality metrics or ratios, skill sets can then be monitored, evaluated, and Ratios A Ratio is an Activity divided by the Result that indicates how good we are at a specific thing or skill. For instance, baseball’s batting average is a ratio: calculated as hits divided by at-bats, batting average indicates how good a player is at hitting and getting on base successfully. Similarly, ratios can measure all skills needed for success in recruitment. 


Quantum Leap Theorems (QLTs)

A Quantum Leap Theorem is a ratio by which we can attain a “Quantum Leap” in results without working any harder or longer. The term Quantum Leap comes from the scientific discipline of Quantum Physics. In physics, a quantum leap is the movement of an electron from one orbit in an atom to another, sending out or taking on a photon in the process. It’s a dramatic move that defies conventional science; a move that doesn’t seem to take any additional effort yet changes everything. In recruiting, a Quantum Leap Theorem is a specific thing you need to do in order to see huge leaps in performance without any increase in activity or volume. Quantum Leap Theorems typically measure a skillset.  To get results that are 2-5x better than what you are doing without additional volume – like the top 1% billers in the world and the top offices, you will need to focus on the Quantum Leap Theorems. I have seen offices and individuals start to average 2-5x their average monthly billings in as little as 90 days. It was all due to focusing on the QLTs once the Principle of Critical Mass was achieved.  Some of these ratios include Job Order/Placement, Marketing Presentation/Job Order, Recruiting Presentation/Submittal and Submittal/Interview ratios which measure the quality of searches taken, The quality of Marketing Skills, the quality of recruiting skills and the quality of your matching skills respectfully. 


To measure your teams Activity, Results and Ratios, SalesRX/RPM is offering over 50% off on Analytics solutions was developed to help each team member reach their potential.  For a free eBook on “The Secrets of Recruiting Leadership Using Metrics”   offering over 50 metrics you need to be tracking today, reach out to Jon at


Jon has been coaching Recruiting Teams all over the world to achieve their potential since 2004.  He has taken over 400 firms from contingent to retained and can do the same for you.  To get a hold of Jon for coaching, Alpine Double Black Lead Generation, Recruiting Analytics or a TalentRx franchise, please email him at  


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