Science of Selling

Increase your individual and team performance using the RPM System for critical metrics management!

Managing a recruiting team is not unlike that of managing a major league baseball team. The tenured manager understands how to get rookies and veterans off to a good start at the beginning of the year by developing the proper habits to achieve big league success. Once a rookie gets seasoned, the focus shifts to other skills that continue to be worked on based on specifi c achievements, or lack thereof. How can you tell when one player is doing well and another is struggling and needs some attention?

It is often not initially apparent, but eventually shows up in the results. The outcome itself, however, may not provide an explanation and true understanding of the variables necessary to evaluate the stats. The times at bat, the averages,

the ERA, the On-base percentages, etc.   Yes, the true answer lies in the numbers. For recruiters, we refer to these as the metrics. Recruiters and leaders who learn to manage their team and themselves by their numbers have a better understanding of their strengths and weaknesses and individual skill set deficiencies. They know where they must spend their time to improve both team and individual performance.

They also have the ability to see trend lines – both positive and negative – which allows them to predict the future. That’s right…predict the future. And change it.

That’s where the RPM System comes in! The RPM System tracks and analyzes key metrics data, allowing the user to quickly identify trends and pinpoint problem areas for immediate correction. 

 

Pre-season Conditioning: Quantity Activity Metrics

When a newbie comes to play in the recruiting arena, a good manager knows that the first focus has to be on getting his player’s “at bats.” The more “at bats” they will have, the better chance they will have of success. The tenured recruiting manager knows that his fi rst job is to get his rookies “at bats” by getting them on the phone. If the new recruiter does not get enough “at bats”, they will fail. Contrary to popular belief – even with today’s social media, resume grabbers, aggregators, spider engines, job board alerts, and much more at our fi nger tips – recruiting is still a phone business.  Developing the habit of being on the phone and not off the phone is a critical objective in the fi rst 90 days for all new players. This conditioning must take place to develop the habits necessary for success in recruiting. Managers must also institute “minimum” levels of expectations on the critical activity metrics that lead to recruiting success.

The focus must first be on achieving these“Quantity” metrics before moving on to the“Quality” metrics.  Come back each week as we focus on the quantity metrics and their use.