Most leaders are measuring the wrong thing in recruiting.

They look at one number.

Did someone join… or not?

And when that is your only scoreboard, recruiting becomes frustrating, emotional, and inconsistent.

You can have a great week and feel like you are losing. You can do everything right and feel like nothing is working.

In this episode of Recruiting Conversations, I break down how to measure recruiting the right way—so you can build consistency, confidence, and momentum.

Because here is the truth.

You do not control hires. You influence them.

Episode Breakdown [00:00] The Core Problem

Most leaders only measure outcomes.

But outcomes are delayed.

And when you only track hires, you lose visibility into what is actually working.

The Metrics That Actually Matter [01:30] 1. New Conversations Started

This is your top of funnel.

• Calls
• Messages
• Voice notes
• Coffee meetings

Not passive activity. Real conversations.

If this number is low, everything downstream suffers.

[01:55] 2. Meaningful Follow-Ups

This is where pipelines are built or broken.

Not just checking in.

• Sharing insight
• Referencing past conversations
• Sending something relevant

This is how relationships deepen.

[02:15] 3. Second Conversations

This is one of the strongest indicators of momentum.

If people are willing to talk to you again, something is working.

If they are not, fix your first conversation before worrying about closing.

[02:35] 4. Vision Conversations

This is where recruiting becomes real.

• Where are they going?
• What do they want?
• What are you building?

This is where alignment happens.

Most leaders rush this or skip it entirely.

[02:55] 5. Opportunities Created

This is when someone says:

I am open to exploring this further

Not committed. Not closed.

But open.

If you are creating opportunities, hires will follow.

[03:15] 6. Time and Process

How long are people staying in your pipeline?

• Are you losing them due to lack of follow-up?
• Are you rushing and creating pressure?
• Are you guiding them through a clear sequence?

This reveals whether your system is working or breaking.

[03:35] The Mindset Shift

Stop asking:

How many people did I hire?

Start asking:

• How many new conversations did I start?
• How many meaningful follow-ups did I execute?
• How many second conversations did I earn?
• How many vision conversations did I lead?
• How many opportunities did I create?

Those are controllable.

Those are measurable.

Those are what drive results.

[04:00] What Changes When You Track This

• You stop riding the emotional rollercoaster
• You start seeing real progress
• You identify breakdowns faster
• You coach yourself and your team with clarity
• You move from guessing to managing a system

And when activity is right, results follow.

Maybe not immediately. But consistently.

Key Takeaways

• Hires Are a Lagging Indicator – They reflect past activity, not current effort
• Activity Drives Results – Focus on what you can control
• Top-of-Funnel Matters Most – Conversations create everything downstream
• Follow-Up Builds Momentum – Pipelines grow through consistency
• Clarity Beats Emotion – Metrics remove guesswork and frustration
• Recruiting Is a System – When you track the right things, growth becomes predictable

Here is the shift.

You stop measuring luck. And you start measuring leadership.

Want Help Building a Recruiting Scorecard?

If you want to build a simple, effective recruiting scorecard for yourself or your team, let's put it together.

You can book time directly on Richard's calendar and we will walk through:

• What metrics matter most for your business
• How to track them simply
• How to coach your team using activity, not emotion
• How to turn recruiting into a repeatable system

Visit bookrichardnow.com and grab a time that works for you.

Track the right things.

Stay consistent.

And watch your recruiting momentum compound.