5 Examples of Recruiting Goals and How HR Can Track Them ??

This post originally appeared on the Crunchr blog.

How do you ensure quality candidates become synonymous with your organization? Effective recruiting plays a pivotal role here.

Enhanced recruiting processes can help businesses attract and retain top talent, improve diversity and inclusion efforts, reduce time-to-fill and, as a result, costs ??, and boost employer brand, among other benefits.

Think about it like this: recruiters are your organization’s first introduction to potential candidates, right? Since you never get a second chance to make a first impression, it’s essential to ensure this experience is positive from the start.

Keep reading for the top 5 examples of recruiting goals and insights on how HR can track them effectively. ??

What are recruitment goals?

Recruitment goals are specific objectives HR and the business set to improve the hiring process. Setting these goals helps HR teams to focus their efforts and resources more effectively while making data-based business decisions. Practical recruiting goals can streamline the talent acquisition process and ensure that you will find the right fit for your company’s needs.

Key examples of recruitment goals

1 – Decrease time-to-fill

• Why it matters: Decreasing the time it takes to fill a position reduces the impact on productivity and ensures you can fill critical roles quickly. According to the Society for Human Resource Management (SHRM), the average time-to-fill for most positions is 42 days.
• How to track: Use an Applicant Tracking System (ATS) to measure the average time taken from job posting to hire. From there, you can utilize people analytics technology to set benchmarks and analyze any bottlenecks in the process.

2 – Increase the quality of hires

• Why it matters: High-quality hires contribute more effectively to the organization, reducing turnover and boosting overall performance. Research from LinkedIn also confirms that companies prioritizing quality of hire see 47% higher employee engagement. At the end of the day, who doesn’t want to hire quality people for their organization?
• How to track: Examine performance metrics of new hires over a set period, such as six months or one year. Use performance reviews, manager feedback, and productivity data to assess new hire quality.

3 – Enhance diversity and inclusion

• Why it matters: A diverse workforce fosters innovation, creativity, and a broader range of perspectives. For real, though, whether you work in human resources or not, you’d have to be hiding under a rock to overlook the value of investing in a diverse team!
• How to track: Monitor diversity metrics in your recruitment process. Use ATS reports to analyze the demographics of your candidate pool and new hires. Regularly review and adjust your recruitment strategies to promote inclusivity.

4 – Improve candidate experience

• Why it matters: A positive candidate experience strengthens your employer brand and increases the likelihood of top talent accepting job offers.
• How to track: Collect feedback through candidate experience surveys. Analyze responses to identify areas for improvement in the recruitment process, from initial contact to onboarding.

5 – Boost employee referral rates

• Why it matters: Employee referrals often result in high-quality hires who fit well with the company culture. According to CareerBuilder, employee referrals account for 30% of hires but only 7% of applicants.
• How to track: Measure the percentage of hires sourced from employee referrals. Use an internal referral tracking system to monitor the success rate and incentivize referrals with rewards programs.

Strategies to achieve recruitment goals

Leverage technology: Implementing advanced recruitment software can streamline processes, automate administrative tasks, and provide valuable insights through data analytics.

Build a strong employer brand: A strong employer brand attracts top talent. Use social media, company websites, and employee testimonials to showcase your company culture and values.

Develop a talent pipeline: Proactively sourcing candidates and maintaining relationships with potential hires ensures a steady stream of qualified applicants. Regularly engage with passive candidates through networking events, social media, and talent communities.

Enhance job descriptions: Clear, concise, and engaging job descriptions attract the right candidates. Highlight key responsibilities, required skills, and opportunities for growth within the Company.

Implement training for hiring managers: Training hiring managers on effective interviewing techniques and unbiased evaluation methods ensures a fair and efficient recruitment process.

Tracking recruitment goals: best practices

When setting recruitment goals, ensure they are Specific, Measurable, Achievable, Relevant, and Time-bound (SMART). This will help you track progress effectively and make necessary adjustments.

Use data analytics tools to gain insights into your recruitment process, and regularly review reports to understand trends, identify issues, and make informed decisions. Remember to conduct regular audits of your recruitment strategies and processes to ensure their effectiveness and compliance with industry best practices as well as legal requirements. Lastly, involve key stakeholders early and often in setting recruitment goals and tracking progress. Their input and support are crucial for achieving and maintaining success.

Setting and tracking recruitment goals are essential for optimizing the talent acquisition process. HR teams can significantly impact success by focusing on key HR goals such as reducing time-to-fill, increasing the quality of hires, enhancing diversity, improving candidate experience, and boosting employee referrals. To achieve these goals effectively, leverage technology, build a strong employer brand, develop a talent pipeline, enhance job descriptions, and implement training for hiring managers.

Download a copy of our free guide on the seven most important HR goals and how to achieve them for more on strategic HR goals!