4 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

While we have some examples available, it's likely that you'll have specific scenarios that aren't covered here. You can use our free AI generator below or our more complete goal-setting system to generate your own OKRs.

Feel free to explore our tools:

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!

OKRs to enhance employee recruitment, mentorship and development strategies

  • ObjectiveEnhance employee recruitment, mentorship and development strategies
  • Key ResultRecruit 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
  • Key ResultEstablish mentorship programs impacting 80% of team
  • TaskIdentify potential mentors within the organization
  • TaskDevelop a structured mentorship program outline
  • TaskImplement program and monitor participation rates
  • Key ResultEnsure 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

OKRs to streamline the company's recruitment process

  • ObjectiveStreamline the company's recruitment process
  • Key ResultIncrease 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
  • Key ResultReduce 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
  • Key ResultImplement 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

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

  • ObjectiveDecrease direct funded vacancies under 2% of labor force
  • Key ResultImplement 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
  • Key ResultIncrease 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
  • Key ResultLower 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

OKRs to enhance diversity and inclusion initiatives

  • ObjectiveIncrease diversity and inclusion in the workplace
  • Key ResultConduct an anonymous diversity and inclusion survey to gather feedback
  • Key ResultIncrease percentage of underrepresented groups in new hires
  • Key ResultImplement a mentorship program for diverse employees
  • Key ResultProvide diversity and inclusion training for all employees

Best practices for managing your Employee Recruitment OKRs

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.

Tability Insights DashboardTability's audit dashboard will highlight opportunities to improve OKRs

Tip #2: Commit to the weekly 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.

Tability Insights DashboardTability's check-ins will save you hours and increase transparency

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.

Best way 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.

OKRs resources

Here are a list of resources to help you adopt the Objectives and Key Results framework.

Create more examples in our app

You can use Tability to create OKRs with AI – and keep yourself accountable 👀

Tability is a unique goal-tracking platform built to save hours at work and help teams stay on top of their goals.

Signup1 Create your workspace
Signup2 Build plans in seconds with AI
Signup3Track your progress