3 customisable OKR examples for Hiring Efficiency

What are Hiring Efficiency OKRs?

The OKR acronym stands for Objectives and Key Results. It's a goal-setting framework that was introduced at Intel by Andy Grove in the 70s, and it became popular after John Doerr introduced it to Google in the 90s. OKRs helps teams has a shared language to set ambitious goals and track progress towards them.

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 Efficiency 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 Efficiency 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 customisable Hiring Efficiency OKRs examples

We've added many examples of Hiring Efficiency Objectives and Key Results, but we did not stop there. Understanding the difference between OKRs and projects is important, so we also added examples of strategic initiatives that relate to the OKRs.

Hope you'll find this helpful!

1OKRs to optimize talent acquisition and management processes

  • ObjectiveOptimize talent acquisition and management processes
  • Key ResultImplement a new recruitment technology to automate 50% of administrative tasks
  • TaskEvaluate different recruitment technologies and choose one that suits requirements
  • TaskMonitor and evaluate the impact and progress after implementation
  • TaskTrain the recruitment team to utilize the chosen software efficiently
  • Key ResultCut down time to hire by 30% and improve hiring efficiency
  • TaskImplement a structured interview process to streamline candidate evaluation
  • TaskUtilize an Applicant Tracking System to manage applications more efficiently
  • TaskEnhance job descriptions for clarity, reducing irrelevant applications
  • Key ResultIncrease hiring manager satisfaction by 40% through improved recruitment quality
  • TaskDevelop ongoing training opportunities for enhancing recruiters' interviewing skills
  • TaskRegularly gather feedback from hiring managers to assess recruitment effectiveness
  • TaskImplement improved screening tools for identifying top-tier pool of candidates

2OKRs 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

3OKRs to revamp and Enhance the Candidate Pre-Hire Experience

  • ObjectiveRevamp and Enhance the Candidate Pre-Hire Experience
  • Key ResultIncrease candidate satisfaction rate to 90% with proactive communication and feedback mechanism
  • TaskProvide immediate response to candidate inquiries
  • TaskImplement weekly update emails to candidates about their application
  • TaskEstablish a regular feedback mechanism for candidates
  • Key ResultImplement a standardized yet personalized digital interview experience for 80% of candidates
  • TaskIdentify tools for customizable digital interviews
  • TaskTrain HR staff in utilizing interview technology
  • TaskSample test interviews with volunteers
  • Key ResultReduce time-to-hire by 30% through streamlining recruitment processes
  • TaskConduct initial interviews within a week of application
  • TaskImplement a comprehensive applicant tracking system
  • TaskRevise job descriptions for clarity and relevance

Hiring Efficiency 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

Having too many OKRs is the #1 mistake that teams make when adopting the framework. The problem with tracking too many competing goals is that it will be hard for your team to know what really matters.

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 weekly OKR check-ins

Setting good goals can be challenging, but without regular check-ins, your team will struggle to make progress. We recommend that you track your OKRs weekly to get the full benefits from the framework.

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.

How to turn your Hiring Efficiency OKRs in a strategy map

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 Hiring Efficiency 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 👀

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