2 OKR examples for Talent Strategies

Crafting effective OKRs can be challenging, particularly for beginners. Emphasizing outcomes rather than projects should be the core of your planning.

We have a collection of OKRs examples for Talent Strategies to give you some inspiration. You can use any of the templates below as a starting point for your OKRs.

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

Best practices for OKR

Your objectives should be ambitious, but achievable. Your key results should be measurable and time-bound. It can also be helfpul to list strategic initiatives under your key results, as it'll help you avoid the common mistake of listing projects in your KRs.

Building your own OKRs with AI

While we have some examples below, it's likely that you'll have specific scenarios that aren't covered here. There are 2 options available to you.

- Use our free OKRs generator
- Use Tability, a complete platform to set and track OKRs and initiatives – including a GPT-4 powered goal generator

How to track OKRs

Your quarterly OKRs should be tracked weekly in order to get all the benefits of the OKRs framework.

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.

We recommend Tability for an easy way to set and track OKRs with your team.

Check out the 5 best OKR tracking templates to find the best way to monitor progress during the quarter.

Talent Strategies OKRs templates

You'll find below a list of Objectives and Key Results for Talent Strategies.

OKRs to improve indirect purchasing to support HR's talent strategies

Improve indirect purchasing to support HR's talent strategies
Negotiate 10% cost reduction in vendor contracts for HR tools and services
Develop a negotiation strategy focusing on cost reduction
Identify key vendors and analyze existing contracts for negotiation leverage
Organize meetings with vendors to discuss contract renegotiations
Establish long-term partnerships with 3 quality talent sourcing agencies
Schedule meetings to discuss partnership opportunities
Research and identify potential talent sourcing agencies
Negotiate and finalize the agreements
Implement benefits package appealing to 85% of potential talents by surveying industry standards
Conduct a survey of industry standards for benefits packages
Analyze survey results to identify popular benefits
Design benefits package based on analyzed data