Getting a consistent number of new recruiting prospects to engage is difficult.

So many hiring managers rationalize that a lower number of prospects will suffice.

I’m better at connecting with the right individuals—so I don’t need as many prospects.

I’m better at interviewing and closing the prospects in my recruiting funnel—so I don’t need as many prospects.

I’m really good at picking the winners, so I focus most of my effort on just a few high-potential candidates—so I don’t need as many prospects.

This is the same line of reasoning athletes use to do fewer practice reps, anglers use to make fewer casts, and agents use to make fewer prospecting calls.

All these scenarios lead to the same outcome: poor results.

After working with many high-performing hiring managers over the last decade, here are the sourcing metrics they use to drive outstanding results:

You must engage about 30-40 recruiting prospects to produce 4 good interviews (10-15% interview rate).

You must conduct about four good interviews to produce one high-quality hire (25% interview to hire rate).

When things get difficult, the shortcuts always come calling.

The best hiring managers know better than to listen.