Few jobs are changing faster than that of being a recruiter. Plenty of companies are hiring. And they’re looking for top-notch talent, despite the high unemployment rate in many places.

That means the competition for results is tougher than ever, and you need all the information, numbers and data you can get to succeed.

The classic stereotype of a recruiter is that the job is a mad scramble. Days consisting of 80 non-stop calls. The goal being to find great candidates and diamonds in the rough, then match them with the right job and the perfect company.

Is that really true, though? And is it the best way to go about it? Let’s start with a look at the numbers and see what kind of story they tell with regard to phone calls.

To wit: How many calls should a recruiter make a day?

Calling All Candidates

how many calls should a recruiter make per day
The call data is intriguing, to say the least. Here’s how it breaks down when a sample of recruiters were asked how many marketing calls they make in a day:

  • under 10-53.7 percent
  • more than 100- 15.9 percent
  • I don’t make marketing calls-30.5 percent

This suggests that call volume is actually a relatively small part of a successful approach. To directly answer the question of how many calls should a recruiter make per day — it depends.

For many recruiters, calls dedicated solely to marketing are a secondary or tertiary duty, the primary being strategic calls with a sourced history that lead directly to placement.

Now let’s take things to the next level. Studies indicate that most recruiters spend 3-5 hours a day on those same calls, and one recurring theme they mentioned was about the need for sourcing, research and quality conversations.

What that means is that planning plays an important role in all this. Hiring managers tend to want to see an average of 20-25 calls a day, with five of those calls being dedicated to marketing presentations and the rest devoted to recruiting presentations.

Out of those 15-20 recruiting calls, the goal is to identify 1-2 qualified candidates per day. The other numbers goal is to get one job order per day, preferably a high-quality order if possible.

More Recruiting by the Numbers

Those are certainly useful metrics, but there are plenty of other significant ones. Some of these statistics pertain to the need for persistence, while others illustrate the need to go beyond the numbers.

The persistence part is important. Studies indicate that 44 percent of all sales people tend to give up after a single followup effort, when it actually tends to take five followups to make approximately 80 percent of the sales.

Similarly, over 60 percent of those who requisition information about your company will take at least 3 months to act on it, and as many as 20 percent will need over a year before they actually buy something.

Count on Quality Communication

The numbers presented so far certainly tell an interesting story, but what about the quality of the communication? Is there a way to effectively break that down?

Absolutely. For starters, studies indicate that about 60 percent of the candidates given a presentation will remember the story they’ve been told, with less than ten percent remembering the actual statistics that are presented.

Similarly, studies analyzing the reaction of candidates indicate that the words used in a phone conversation represent less than 15 percent of the actual communication that occurs, with the tone of the conversation being what really matters to the rest.

How Many Calls Should a Recruiter Make Per Day? Some Basic Conclusions

So what does it all mean? One of the problems with relying exclusively on numbers and data is that these things can be slanted any number of ways, and the meaning can get lost in the info fog.

Let’s cut to the chase, then. Here are three conclusions you can take away from what’s been presented, including some recommendations on procedures and how to use the data.

  • As a recruiter, you need to make two placements a month to be profitable. So keep in mind that that’s your bottom line number, and use everything else presented here to help meet or exceed it.
  • Focus on the quality of your communication. It’s fine to set a goal of 80 calls a day, but the real issue is getting four hours of productive connect time per day. This allows a further breakdown into additional metrics about things like job orders, quality candidates and other advanced metrics.
  • Don’t forget about using LeadFuze, in conjunction with email solutions and other advanced tools. Doing so builds and enhances your database —leading to better results when it comes to potential candidates, response rates and final results.

These three conclusions represent a starting point of sorts. The best way to use them is to integrate them into your individual system, and use them to pick out blind spots you may have or get better outcomes in certain key areas. This will enhance your final results and your bottom line, and make you more successful and better at your job in the process.

Editors Note:

Want to help contribute to future articles? Have data-backed and tactical advice to share? I’d love to hear from you!

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Josh Slone
About Author: Josh Slone
Josh Slone is the Head Content Writer for LeadFuze. Josh writes about lead generation strategies, sales skills, and sales terminology.