Setting SMART recruitment goals- Specific, Measurable, Achievable, Relevant, and Time-bound – helps streamline your hiring strategy and improve outcomes.

Here are four key recruitment goals to focus on:

1. Expand your proffesional network 

SMART Goal Example:
Increase your professional network by growing your LinkedIn followers by 30% within the next 12 months. To achieve this, you will engage in both online and offline networking activities, encourage employees to participate in industry events and conferences, and leverage social media to showcase your company culture and attract top talent.

Breakdown of the SMART goal:

• Specific: Increase LinkedIn followers by 30%.
• Measurable: Track the number of followers gained.
• Achievable: The goal is attainable within 12 months with consistent networking and content sharing.
• Relevant: The goal aligns with building a strong professional network that supports long-term hiring success.
• Time-bound: Achieve this within 12 months.

2. Reduce New Hire Failure Rates

Reduce new hire turnover within the first six months by 15% over the next 12 months. To achieve this, you will focus on improving the onboarding process, emphasize soft skills and adaptability during candidate assessments, and implement mentorship programs to support new hires’ integration.

Breakdown of the SMART goal:

• Specific: Reduce new hire turnover by 15% within six months.
• Measurable: Track the turnover rate of new hires within the first six months.
• Achievable: The goal is attainable through enhanced onboarding and assessment practices.
• Relevant: The goal addresses turnover and its impact on productivity and costs.

3. Decrease Employee Turnover Rate

Decrease employee turnover by 15% within the next 12 months by focusing on long-term growth potential during hiring, implementing quarterly stay interviews to understand employee concerns, and enhancing career development opportunities to improve retention.

Breakdown of the SMART goal:

• Specific: Reduce voluntary turnover by 15%.
• Measurable: Track the turnover rate over the next 12 months.
• Achievable: The goal is realistic with consistent improvements in employee engagement and career development.
• Relevant: Retaining top talent strengthens the organization’s stability.

4. Shorten Time-to-Hire

Shorten time-to-hire from 45 days to 30 days within the next 6 months by optimizing job descriptions, streamlining interview processes, and utilizing automation tools for resume screening and candidate communication.

Breakdown of the SMART goal:

• Specific: Reduce time-to-hire from 45 days to 30 days.
• Measurable: Track average time-to-hire.
• Achievable: The goal is attainable with the right tools and process improvements.
• Relevant: A faster hiring process helps avoid losing top candidates to competitors and accelerates business growth.
• Time-bound: Achieve this within 6 months.

Summary:

Setting SMART goals for recruitment ensures that your hiring processes align with business objectives. By focusing on areas such as employee retention, reducing turnover, and improving time-to-hire, you can make recruitment a strategic advantage for your company. Regularly tracking progress and refining these practices will lead to more effective hiring and stronger organizational stability.