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7 OKR examples for Employee Recruitment

What are Employee Recruitment OKRs?

The Objective and Key Results (OKR) framework is a simple goal-setting methodology that was introduced at Intel by Andy Grove in the 70s. It became popular after John Doerr introduced it to Google in the 90s, and it's now used by teams of all sizes to set and track ambitious goals at scale.

Writing good OKRs can be hard, especially if it's your first time doing it. You'll need to center the focus of your plans around outcomes instead of projects.

We understand that setting OKRs can be challenging, so we have prepared a set of examples tailored for Employee Recruitment. Take a peek at the templates below to find inspiration and kickstart your goal-setting process.

If you want to learn more about the framework, you can read our OKR guide online.

Building your own Employee Recruitment OKRs with AI

How to create great OKRs for any scenario in seconds

While we have some examples available, it's likely that you'll have specific scenarios that aren't covered here.

You can use Tability's AI generator to create tailored OKRs based on your specific context. Tability can turn your objective description into a fully editable OKR template -- including tips to help you refine your goals.

  • 1. Go to Tability's plan editor
  • 2. Click on the "Generate goals using AI" button
  • 3. Use natural language to describe your goals

Tability will then use your prompt to generate a fully editable OKR template.

How to improve existing OKRs with AI feedback

If you already have existing goals, and you want to improve them. You can use Tability's AI feedback to help you.

  • 1. Go to Tability's plan editor
  • 2. Add your existing OKRs (you can import them from a spreadsheet)
  • 3. Click on "Generate analysis"
AI feedback for OKRs in TabilityTability's Strategy Map makes it easy to see all your org's OKRs

Tability will scan your OKRs and offer different suggestions to improve them. This can range from a small rewrite of a statement to make it clearer to a complete rewrite of the entire OKR.

You can then decide to accept the suggestions or dismiss them if you don't agree.

Using the free OKR generator to get a quick template

If you're just looking for some quick inspiration, you can also use our free OKR generator to get a template.

Unlike with Tability, you won't be able to iterate on the templates, but this is still a great way to get started.

Our Employee Recruitment OKRs examples

You'll find below a list of Objectives and Key Results templates for Employee Recruitment. We also included strategic projects for each template to make it easier to understand the difference between key results and projects.

Hope you'll find this helpful!

1OKRs to enhance employee recruitment, mentorship and development strategies

  • ObjectiveEnhance employee recruitment, mentorship and development strategies
  • KRRecruit and onboard 15 new high-potential employees
  • TaskIdentify talent through LinkedIn and job board searches
  • TaskArrange interviews with selected candidates
  • TaskDevelop comprehensive onboarding plan for new hires
  • KREstablish mentorship programs impacting 80% of team
  • TaskIdentify potential mentors within the organization
  • TaskDevelop a structured mentorship program outline
  • TaskImplement program and monitor participation rates
  • KREnsure 70% of employees engage in at least one development program
  • TaskMonitor and announce progress towards target regularly
  • TaskPromote benefits of development programs to all staff
  • TaskOversee individual sign-ups for at least one program
Tability

2OKRs to enhance HR department's performance and productivity

  • ObjectiveEnhance HR department's performance and productivity
  • KRReduce average recruitment time by 20%
  • TaskEnhance job descriptions to target qualified candidates
  • TaskImplement automated recruitment software for screening applicants
  • TaskStreamline interview process through structured interviews
  • KRDecrease HR-related complaints by 30%
  • TaskStrengthen the company's anti-harassment policies
  • TaskImprove communication between HR and staff
  • TaskImplement regular HR training programs to boost expertise
  • KRIncrease employee engagement score by 15%
  • TaskImplement an effective employee training and development program
  • TaskDevelop regular team-building activities within the company
  • TaskEstablish a feedback and recognition system for employees

3OKRs to streamline the company's recruitment process

  • ObjectiveStreamline the company's recruitment process
  • KRIncrease new hire retention rate by 10% through improved onboarding processes
  • TaskDevelop a comprehensive and engaging employee onboarding program
  • TaskProvide mentorship opportunities for new employees
  • TaskImplement regular check-ins with new hires
  • KRReduce hiring process time by 30% while maintaining quality of hires
  • TaskImplement an efficient applicant tracking system
  • TaskStreamline the interview and selection process
  • TaskConduct timely background and reference checks
  • KRImplement a standardized interviewing system across all departments
  • TaskDevelop a standard interview protocol for all departments
  • TaskTrain hiring managers on the new interview system
  • TaskMonitor and adjust the system based on feedback

4OKRs to decrease direct funded vacancies under 2% of labor force

  • ObjectiveDecrease direct funded vacancies under 2% of labor force
  • KRImplement a robust recruitment strategy that fills 70% of open positions
  • TaskIdentify key roles and skills needed for vacant positions
  • TaskEmploy diverse sourcing methods to attract potential candidates
  • TaskUtilize algorithm-based programs for efficient talent acquisition
  • KRIncrease internal promotion processes by 30% to reduce vacancies
  • TaskAnalyze current promotion trends to identify potential improvements
  • TaskDevelop a skill-upgrading program for current employees
  • TaskImplement and monitor promotion performance scoring system
  • KRLower employee attrition rate to 4% through enhancing retention programs
  • TaskImplement a comprehensive employee mentorship program
  • TaskCreate additional opportunities for career advancement
  • TaskEnhance benefits packages to increase employee satisfaction

5OKRs to develop high-performing distribution teams via effective hiring and onboarding

  • ObjectiveDevelop high-performing distribution teams via effective hiring and onboarding
  • KRAchieve a 90% retention rate among new hires after the first 90 days
  • TaskEstablish clear communication between management and employees
  • TaskRegularly provide constructive feedback and support
  • TaskImplement an effective onboarding process for new hires
  • KRImplement a comprehensive onboarding program for 100% of new hires
  • TaskIdentify essential company knowledge for comprehensive onboarding
  • TaskCompile resources and material for onboarding program
  • TaskSchedule onboarding sessions for all new hires
  • KRIncrease the recruitment of qualified candidates by 30%
  • TaskLeverage LinkedIn for headhunting and networking
  • TaskEnhance job advertisements to attract more qualified applicants
  • TaskAttend industry-specific career fairs and conventions

6OKRs to enhance diversity and inclusion initiatives

  • ObjectiveIncrease diversity and inclusion in the workplace
  • KRConduct an anonymous diversity and inclusion survey to gather feedback
  • KRIncrease percentage of underrepresented groups in new hires
  • KRImplement a mentorship program for diverse employees
  • KRProvide diversity and inclusion training for all employees

7OKRs to enhance talent acquisition and retention strategies

  • ObjectiveEnhance talent acquisition and retention strategies
  • KRImplement an updated onboarding process leading to 20% decrease in new hire turnover
  • TaskTrain managers on executing the new onboarding process
  • TaskTrack new hire turnover rates and adjust strategies
  • TaskDesign comprehensive onboarding material for new hires
  • KRBoost employee engagement scores by 15% using improved retention programs
  • TaskEnhance internal communication and feedback systems
  • TaskPromote work-life balance policies and benefits
  • TaskImplement comprehensive employee training and development programs
  • KRIncrease number of qualified applicants by 25% through targeted recruitment strategies
  • TaskImplement employer branding strategy to attract potential candidates
  • TaskUtilize targeted job advertisements on niche platforms
  • TaskDevelop employee referral programs to reach qualified individuals

Employee Recruitment OKR best practices

Generally speaking, your objectives should be ambitious yet achievable, and your key results should be measurable and time-bound (using the SMART framework can be helpful). It is also recommended to list strategic initiatives under your key results, as it'll help you avoid the common mistake of listing projects in your KRs.

Here are a couple of best practices extracted from our OKR implementation guide 👇

Tip #1: Limit the number of key results

The #1 role of OKRs is to help you and your team focus on what really matters. Business-as-usual activities will still be happening, but you do not need to track your entire roadmap in the OKRs.

We recommend having 3-4 objectives, and 3-4 key results per objective. A platform like Tability can run audits on your data to help you identify the plans that have too many goals.

Tip #2: Commit to weekly OKR check-ins

Don't fall into the set-and-forget trap. It is important to adopt a weekly check-in process to get the full value of your OKRs and make your strategy agile – otherwise this is nothing more than a reporting exercise.

Being able to see trends for your key results will also keep yourself honest.

Tip #3: No more than 2 yellow statuses in a row

Yes, this is another tip for goal-tracking instead of goal-setting (but you'll get plenty of OKR examples above). But, once you have your goals defined, it will be your ability to keep the right sense of urgency that will make the difference.

As a rule of thumb, it's best to avoid having more than 2 yellow/at risk statuses in a row.

Make a call on the 3rd update. You should be either back on track, or off track. This sounds harsh but it's the best way to signal risks early enough to fix things.

How to track your Employee Recruitment OKRs

Your quarterly OKRs should be tracked weekly in order to get all the benefits of the OKRs framework. Reviewing progress periodically has several advantages:

  • It brings the goals back to the top of the mind
  • It will highlight poorly set OKRs
  • It will surface execution risks
  • It improves transparency and accountability

We recommend using a spreadsheet for your first OKRs cycle. You'll need to get familiar with the scoring and tracking first. Then, you can scale your OKRs process by using a proper OKR-tracking tool for it.

A strategy map in TabilityTability's Strategy Map makes it easy to see all your org's OKRs

If you're not yet set on a tool, you can check out the 5 best OKR tracking templates guide to find the best way to monitor progress during the quarter.

More Employee Recruitment OKR templates

We have more templates to help you draft your team goals and OKRs.