🔥Micro Goals + Micro Habits + Mindset = HUGE Results..

Let’s start with this – good goal setting & habit creation is not something we’re born with, like anything else, it’s something we learn through success & failure.

If you feel like goal setting doesn’t come naturally to you (or maybe it’s that you like to set goals but feel like you never follow through on them) then don’t stress, this is something you can LEARN to be good at & probably just by tweaking what you’re already doing.

This guide is a simple to follow crash course on how you can use the pairing of Micro-Goals & Micro Habits to SMASH your long-term vision.

Let’s get into it:

Good goal setting & habit creation is NOT about making huge, sweeping goals and then trying to change everything you do to try & achieve them. Instead, it’s breaking down larger objectives into manageable tasks and then working out what small changes you need to make in your daily habits to help you get there.

Understanding Micro Goals and Habits

So, what are Micro Goals & Habits?

Micro goals are small, specific, and achievable tasks or objectives that contribute to the accomplishment of larger, more significant goals. They serve as stepping stones, breaking down complex / long-term objectives into manageable and measurable steps, facilitating incremental progress and motivation.

Micro habits are the behaviours, actions or routines that we do every day. They shape your daily life and contribute to long-term success.

What are the BENEFITS of Micro Goals & Habits?

They breakdown complex steps into small, manageable pieces.
They create momentum & consistency.
They provide a sense of accomplishment along the way as you achieve bite sized goals.

So let’s crack in on how you can use these PRACTICALLY to get what you want!

Utilising Micro Goals & Habits to Smash your Year (Recruitment Focused Example!)

Long term goal: Become a top performing Recruiter in 1 year.

1: Breakdown the Goal & get Specific!

What does it mean to be a top performing recruiter?
How many placements a year is this? Break that down into quarters, months & weeks.

Let’s say your micro goal is to fill 10 positions in your first quarter with an average fee of $15-20k = $150,000 – $200,000 for the quarter.

This breaks down to less than a placement a week.
How many candidates do I need to source to make a placement / week?
How many headhunt calls, reach outs, ads etc do I need to make to get 1x candidate?
What is my candidate to placement success ratio?

You need to ask yourself, what habits do I need to establish or augment to achieve this goal?

Goal: Fill 10 positions in the first quarter which depending on the numbers in your market (please know your numbers) means you need to source 3x candidates / role for a minimum of 10-20 roles based on an average 50% hit rate.

Habit: Develop a daily routine for sourcing and candidate outreach between 9am-11am.

Consistency: DAILY sourcing, screening & outreach.

2: Assessing Your Long-Term Goals

What has prevented you on achieving the above numbers in the past?

Let’s say your answer is your sourcing & influencing skills.

Specific Goal: achieve a 90% candidate placement success rate.
SMART: Break down success rate improvements into quarterly targets.
Prioritisation: Focus on improving candidate sourcing & influencing skills.

Micro Goals / Habits:

Attend two recruitment webinars to enhance knowledge.
Spend 20 minutes a week sitting with top performing recruiters either picking their brains or just listening to how they handle their candidate calls.

3: Progress Checks & Rewards

Celebrate successful placements and positive candidate feedback.
Adjust goals based on quarterly performance reviews.
Ensure you allow yourself to appreciate the work you’ve completed successfully & milestones you hit along the way!

4: Establishing Supportive Habits

Habit Formation:

Habit: Begin each day with candidate sourcing and outreach.

How many leads generated?
How many candidate calls?
How many LinkedIn Inmails sent?
How many email campaigns?

Habit: Regularly update candidate databases for accuracy (you’ll thank yourself in the long-term).

Supporting Consistency:

Follow a structured interview process for all candidates that suits your industry specific needs.
Utilise recruitment software for efficient tracking and communication.

5: Tracking and Adjusting

Regular Self-Assessments:

Analyse placement rates, feedback, and time-to-fill metrics.
Adjust sourcing and screening strategies based on candidate response.

Adjustments:

If a particular sourcing method is less effective, explore alternatives – what is working?
Seek feedback from candidates and hiring managers for continuous improvement.

6: Staying Motivated

Visualisation:

Visualise successful candidate placements and positive client feedback.
Maintain a vision board showcasing achieved and upcoming milestones.
Create a vision board of what you might want to buy, achieve or treat yourself with when you hit your goals (micro or otherwise).

Accountability:

Share quarterly goals with a mentor or colleague for accountability.
Join recruiter communities (or listen to the Lone Recruiter Podcast ;)) for knowledge-sharing and motivation.

7: Overcoming Challenges

Recruitment is rarely neat & straightforward. Even the very best of recruitment plans usually goes somewhat awry due to the nature of the business. So, know this, and anticipate the hurdles where you can.

Anticipating Obstacles:

Identify potential challenges like market fluctuations or candidate shortages.
Develop contingency plans for unexpected hurdles.
Again, know your numbers! This helps you anticipate potential challenges.

Learning from Setbacks:

Analyse unsuccessful placements for lessons.

Adjust goals and strategies based on feedback and experiences.