Every recruiting organization should set recruiting goals, and most do. While goals articulate the desired outcomes, they often don’t address the tasks that lead to the anticipated results. For example: If you want to hire 10 new agents for your office this year, what tasks are necessary to make that happen? Here are three tasks that could be tracked (there could be many more): Sourcing recruiting prospects, conducting interviews, and post-interview follow-up touches. How many recruiting prospects are needed to get one high-quality interview? Set a goal to acquire that number of prospects. How many interviews are needed to get one high-quality pipeline addition? Set a goal to conduct that number of interviews. What frequency of follow-up touches are necessary to keep candidates moving forward in your pipeline? Set a goal to conduct that many touches. Setting goals at the task level allows you to measure your progress more effectively on a day-to-day basis. Your initial assumptions on how certain tasks contribute to the end goal may not be correct, but over time true metrics will emerge. This methodology sets you free to focus on the things you can control rather than beating yourself up for not reaching the end goal.