12 customisable OKR examples for Hiring
What are Hiring 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.
Formulating strong OKRs can be a complex endeavor, particularly for first-timers. Prioritizing outcomes over projects is crucial when developing your plans.
We've tailored a list of OKRs examples for Hiring to help you. You can look at any of the templates below to get some inspiration for your own goals.
If you want to learn more about the framework, you can read our OKR guide online.
Building your own Hiring 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:
- Use our free OKR generator
- Use Tability, a complete platform to set and track OKRs and initiatives, including a GPT-4 powered goal generator
Our customisable Hiring OKRs examples
You will find in the next section many different Hiring Objectives and Key Results. We've included strategic initiatives in our templates to give you a better idea of the different between the key results (how we measure progress), and the initiatives (what we do to achieve the results).
Hope you'll find this helpful!
1. OKRs to streamline and optimize global hiring processes
Streamline and optimize global hiring processes
Increase quality of candidates pool by 40% using new sourcing strategies
Utilize social media platforms for job position advertising- Partner with reputable recruitment agencies for quality sourcing
- Implement thorough pre-screening processes for potential candidates
- Reduce average hiring process time from vacancy to offer by 30%
- Implement pre-screening tests and assessments
- Improve coordination among hiring team members
- Streamline the interview process by using automation tools
- Boost acceptance rate of job offers by 20% with competitive compensation packages
- Develop superior, attractive compensation policies
- Market competitive benefits to potential hires
- Research industry standards for compensation packages
2. OKRs to foster an inclusive, equitable, and diverse office culture
- Foster an inclusive, equitable, and diverse office culture
- Achieve 20% improvement in diversity and inclusion survey results
- Create a diversity and inclusion team
- Revise hiring practices to prioritize diversity
- Implement diversity and inclusion training for all staff
- Implement diversity training to 100% of team members
- Identify suitable diversity training programs or providers
- Confirm and record each team member's training completion
- Schedule mandatory training sessions for all team members
- Increase minority hiring by 25%
- Offer diversity and inclusion training for hiring managers
- Implement inclusive hiring practices in the recruitment process
- Establish partnerships with minority-focused professional organizations
3. OKRs to streamline the company's recruitment process
- Streamline the company's recruitment process
- Increase new hire retention rate by 10% through improved onboarding processes
- Develop a comprehensive and engaging employee onboarding program
- Provide mentorship opportunities for new employees
- Implement regular check-ins with new hires
- Reduce hiring process time by 30% while maintaining quality of hires
- Implement an efficient applicant tracking system
- Streamline the interview and selection process
- Conduct timely background and reference checks
- Implement a standardized interviewing system across all departments
- Develop a standard interview protocol for all departments
- Train hiring managers on the new interview system
- Monitor and adjust the system based on feedback
4. OKRs to establish a go-to platform for leadership and niche hiring
- Establish a go-to platform for leadership and niche hiring
- Attract and onboard 1000 unique leadership profiles to the platform
- Implement referral incentives for current users
- Develop marketing campaigns targeting potential leadership profile candidates
- Craft an engaging, user-friendly onboarding process
- Secure partnerships with 50 leading companies in relevant industries
- Reach out and negotiate partnerships with targeted companies
- Develop proposals outlining mutual benefits for potential partners
- Research and identify 50 prospective industry leaders for partnerships
- Achieve a 20% conversion rate in hiring through the platform
- Enhance job description clarity to attract right candidates
- Implement comprehensive onboarding to increase acceptance rate
- Improve screening processes for more qualified candidate selection
5. OKRs to scale the team by hiring and onboarding key talent to support business expansion
- Expand the business by scaling the team with quality personnel
- Hire and onboard 3 experienced sales executives
- Enhance team diversity by 20% via targeted recruitment strategy
- Reduce time-to-fill open positions by 50% through process improvement
- Recruit and integrate 2 seasoned marketing specialists
6. OKRs to build an efficient hiring pipeline
- Improve the employee onboarding process
- Reduce the average lead to hire period from 40 to 25 days
- 30 interviews with recent hires to gather feedback on the onboarding
- 90% of offers are accepted
7. OKRs to optimize talent acquisition and management processes
- Optimize talent acquisition and management processes
- Implement a new recruitment technology to automate 50% of administrative tasks
- Evaluate different recruitment technologies and choose one that suits requirements
- Monitor and evaluate the impact and progress after implementation
- Train the recruitment team to utilize the chosen software efficiently
- Cut down time to hire by 30% and improve hiring efficiency
- Implement a structured interview process to streamline candidate evaluation
- Utilize an Applicant Tracking System to manage applications more efficiently
- Enhance job descriptions for clarity, reducing irrelevant applications
- Increase hiring manager satisfaction by 40% through improved recruitment quality
- Develop ongoing training opportunities for enhancing recruiters' interviewing skills
- Regularly gather feedback from hiring managers to assess recruitment effectiveness
- Implement improved screening tools for identifying top-tier pool of candidates
8. OKRs to revamp and Enhance the Candidate Pre-Hire Experience
- Revamp and Enhance the Candidate Pre-Hire Experience
- Increase candidate satisfaction rate to 90% with proactive communication and feedback mechanism
- Provide immediate response to candidate inquiries
- Implement weekly update emails to candidates about their application
- Establish a regular feedback mechanism for candidates
- Implement a standardized yet personalized digital interview experience for 80% of candidates
- Identify tools for customizable digital interviews
- Train HR staff in utilizing interview technology
- Sample test interviews with volunteers
- Reduce time-to-hire by 30% through streamlining recruitment processes
- Conduct initial interviews within a week of application
- Implement a comprehensive applicant tracking system
- Revise job descriptions for clarity and relevance
9. OKRs to accelerate the company's hiring process
- Accelerate the company's hiring process
- Increase the hired candidates by 30%
- Enhance recruitment strategies to attract more potential candidates
- Implement incentives for employee referrals
- Invest in further recruiter training and resources
- Improve job postings to attract 20% more candidate applications
- Increase job posting visibility across multiple platforms
- Highlight benefits, company culture, and growth opportunities
- Revise job descriptions to include clear and detailed responsibilities
- Shorten the interview process to a maximum of two weeks
- Schedule back-to-back interviews to hasten decision-making
- Implement preliminary screening calls to weed out unsuitable candidates
- Streamline interview questions, focusing on crucial ones only
10. OKRs to promote cultural humility for diverse, healthy team building
- Promote cultural humility for diverse, healthy team building
- Increase overall diversity rate in new hires by 25%
- Collaborate with diverse professional and student organizations
- Implement a diversity-focused recruitment strategy
- Provide unconscious bias training to hiring managers
- Achieve 90% positive feedback on diversity and inclusion efforts from employee surveys
- Develop and promote a workplace inclusion policy
- Implement diversity and inclusion training for all staff members
- Regularly solicit employee feedback on inclusion efforts
- Implement a cultural humility workshop for 80% of team leaders
- Schedule workshop for 80% of team leaders
- Ensure effective post-workshop follow-up activities
- Identify suitable cultural humility workshop providers
11. OKRs to hire top-level Senior UX Researcher
- Hire top-level Senior UX Researcher
- Screen and shortlist at least 10 suitable candidates by week 4
- Launch a comprehensive job ad campaign immediately
- Shortlist 10 suitable candidates by week 4
- Review all received applications daily
- Conduct interviews and make an offer to the selected candidate by week 8
- Compile a list of potential interview candidates
- Schedule and conduct interviews
- Select and make offer to chosen candidate
- Define clear job description and requirements for the UX Researcher role by week 2
- Detail daily responsibilities and tasks for role
- Outline necessary qualifications and skills for UX Researcher role
- Include long-term goals and expectations for position
12. OKRs to expand the innovation team's capacity and breadth of projects
- Expand the innovation team's capacity and breadth of projects
- Add 2 new specialized roles in technology and design to the team
- Draft job descriptions for the new roles
- Identify specific skills needed for technology and design roles
- Begin recruitment process to fill positions
- Increase the number of successfully managed projects by 50%
- Enhance team collaboration and communication strategies
- Implement effective project tracking and reporting systems
- Improve project management skills through relevant training and workshops
- Increase team size by 30% through strategic hiring and staff upskilling
- Develop a strategic hiring plan to attract crucial talent
- Regularly review team structure and adjust hiring as needed
- Implement a comprehensive employee upskilling program
Hiring OKR best practices to boost success
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's audit dashboard will highlight opportunities to improve OKRsTip #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.
Tability's check-ins will save you hours and increase transparencyTip #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 turn your Hiring OKRs in a strategy map
Quarterly OKRs should have weekly updates to get all the benefits from the 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
Most teams should start with a spreadsheet if they're using OKRs for the first time. Then, once you get comfortable you can graduate to a proper OKRs-tracking tool.
Tability's Strategy Map makes it easy to see all your org's OKRsIf 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 Hiring OKR templates
We have more templates to help you draft your team goals and OKRs.
- OKRs to boost the rate of customer repetition
- OKRs to elevate the quality and impact of design solutions
- OKRs to streamline testing process for new features
- OKRs to minimize technical debt across all 100 crawlers
- OKRs to establish consistent monthly earnings through cryptocurrency investments
- OKRs to enhance mobile app quality through effective mobile testing
OKRs resources
Here are a list of resources to help you adopt the Objectives and Key Results framework.
- To learn: What is the meaning of OKRs
- Blog posts: ODT Blog
- Success metrics: KPIs examples
Create more examples in our app
You can use Tability to create OKRs with AI – and keep yourself accountable 👀
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