This is great because it forces you to actually look at the numbers most people ignore: how many touchpoints, how many screens, how many offers you really need to land 10 strong hires.
//The only thing I’d add # review these numbers every week, make one person clearly responsible, and don’t blame “talent shortage” until you’ve genuinely hit this level of outreach.//
Once you realise you need to message 5,000 qualified looking candidates to make the hiring goals, and that's even with very good conversion rates. It really makes you question every single other part of the model to figure out where you can find leverage.
This is great because it forces you to actually look at the numbers most people ignore: how many touchpoints, how many screens, how many offers you really need to land 10 strong hires.
//The only thing I’d add # review these numbers every week, make one person clearly responsible, and don’t blame “talent shortage” until you’ve genuinely hit this level of outreach.//
Yep. Most hiring managers and recruiters bury their head in the sand on those numbers.
Agreed on the latter!
Damn, the numbers don’t lie. An honest and humbling account of what The Work looks like. Thanks for making your hindsights my insight. 🫡
100%
Once you realise you need to message 5,000 qualified looking candidates to make the hiring goals, and that's even with very good conversion rates. It really makes you question every single other part of the model to figure out where you can find leverage.
Glad it’s helpful!