set recruitment goals

How to Set SMART Recruitment Goals in 2023

Kelly Barcelos on December 22, 2019 in HR Management

It is time to take a step back, assess your talent acquisition accomplishments and establish new recruitment goals. As stagnant recruitment strategies make way for smart goals, recruiters need to make time and keep up with the changing trends. Keep your recruiter game strong even in a competitive environment by setting the right goals in 2021.

Smart Way to Set Your Recruitment Goals for 2023-2024

Goal setting is a good practice to push yourself to achieve your long-term vision but before you set
your goals, make sure each one is:

S – Specific – Define your hiring goal
M – Measurable – Quantify your goal
A – Achievable – Make sure you have the resources to accomplish the goal
R – Realistic – Determine if your goal is worth the time and effort
T – Time-bound – Establish a Timeframe to stay on track

12 smart goals for every recruiter who wants to see higher placement rates and happy candidates in 2021-2022

1. Calculate Your Current Cost Per Hire

This is a commonly used HR metric to evaluate and track the success and effectiveness of the recruitment process. It’s simple to calculate your current cost per hire – total up your recruiting costs and divide it by the number of people you hired in that given period.

2. Know Your Turnover Rate

It’s important to know the turnover rate as it helps you to build your talent pipeline before the role becomes vacant. For example, if you know that for every 10 employees you hire, 2 leaves the organization within a year, you can plan your recruitment cycles better and spend more time in sourcing candidates needed to refill those roles.

3. Hire High-Quality Candidates Faster

Start with preparing your smart goals worksheet and build your organization’s strategy to execute ideas effectively. Recruiting the right fit for any job is the most important aspect of HR so go beyond candidate skills, education and experience to determine if they would also make a culture fit.

To cut your long recruitment process short, you can leverage the advanced features of an applicant tracking system. An Applicant Tracking System helps you stay focused on bringing the best candidates onboard by automating every time-consuming task.

4. Reducing Recruitment Spend

Reducing the recruitment cost per hire is a tough task but if you manage to eliminate all the additional paperwork and automate your social sharing tasks and engagement emails, you can save a ton of time and money. Applicant tracking systems can help you by automating job advertisements that you otherwise pay for and post manually.

An ATS also improves the candidate experience by keeping every potential hire updated at every stage of the sourcing funnel even if you are managing hundreds of profiles for multiple departments. Finding a high-quality candidate for a specific role also becomes faster and easier with an applicant tracking system which in turn reduces your turnover rate and helps you build your employer brand.

5. Optimize Your Recruitment Process

Make sure you are spending more of your time interviewing candidates and not screening them. Use smart filter intelligence to your advantage and take the screening process from hours to minutes. Let the applicant tracking system do the legwork for you by screening relevant profiles in a fraction of seconds, letting you proactively foster good communication with prospective candidates throughout the recruitment process.

Your productivity is what matters the most when it comes to recruitment so make sure you prioritize your work and follow your deadlines. To lighten your workload, you can always rely on a feature-rich applicant tracking system.

6. Network and Socialize

Socializing can help you a lot in getting high-performers on board. Networking on social platforms will also help you reduce your recruitment spend of paid job boards. However, while this vast platform helps you cast a wider net and expands your recruitment reach, the screening process can leave you strapped for time.

So don’t forget to integrate an applicant tracking system into your social recruiting strategy and stay organized and efficient even with tight time-frames.

7. Build Your Employer Brand

For better recruitment outcomes in 2022 and beyond, focus your efforts on employer branding. An employer brand is the reputation of the company among job seekers. A strong employer brand increases your applicants-per-opening rate, and also improves the quality of your talent pool.

Although you cannot control how people perceive you as a potential employer, you can definitely make an attempt to influence their opinion about you by creatively telling them how great it is to work at your company. Show off your industry know-how, share posts on social media about the exciting things happening in your office, and promote your company culture to build a strong employer brand.

8. Enhance Your Career Page

Your career page needs to offer a good user experience. Otherwise, your potential employees will struggle to extract information about your company.

So, invest in improving your career page for creating a great candidate experience. Provide all the information your potential employees might be looking for on your website. An improved career page also strengthens your employer brand.

9. Build a Talent Community

If you want to improve your quality of hire and time-to-fill, you need to create and add to your talent community regularly. When you receive several stellar candidates for your open roles, not everybody is extended the offer. Those who don’t make the cut can be leveraged to build your talent pipeline.

So, whenever there is a similar vacancy, you have vetted candidates to choose from your talent pipeline. Thus, saving the time, you would have spent on sourcing and screening the applicants.

10. Streamline the Recruitment Process

If you are finding it difficult to find quality talent or are unable to keep track of incoming candidate applications, you may have to revise your recruitment process.

Consider investing in recruiting software, such as an ATS. The software helps in sourcing candidates, keeping track of job applications, and thus speeds up the recruiting process.

11. Decrease New Hire Failure Rate

Hiring a candidate is not the end of the recruitment process; it’s just one aspect of the recruitment process.

You need to make sure that the candidate is a good fit, and the candidate needs to make sure that they have made the right decision to join you. If they don’t like working for you, they might leave the organization, thus increasing your new hire failure rate.

One of the goals of 2021-2022 and beyond should be decreasing the new hire failure rate. To achieve this goal, you may have to spend more time in assessing whether the candidate is a good fit before you pass the resume for the next step of recruitment. Make sure you ask relevant questions about the job, experience, and backgrounds to evaluate if they are a fit for your company or not.

12. Closing Candidates against Your Assigned Targets

The fifth and the most important goal that can be executed on your worksheet is the number of vacancies you are able to fill against your set hiring targets. This parameter will help you gauge your performance and productivity as a recruiter and also tell you what quality of candidates you are able to deliver. You can use an applicant tracking system to measure your progress and improve your hiring process.

An ATS auto generates accurate reports that pinpoint bottlenecks in real-time and lets you analyze your performance and accountability. Recruitment is backbone of any business where the right talent can make things happen and take your business to the next level and a single wrong hire can break the organization and bring your business operations to a screeching halt.

Setting these smart recruitment goals will help you ensure that all your recruitment processes and procedures are in place and on the right track so you can hit your hiring goals with ease.

Don’t let time constraints hold you back in 2022. Switch to Jobsoid’s recruitment software today and perform your role more effectively.



Kelly Barcelos

Kelly Barcelos is a progressive digital marketing manager specializing in HR and is responsible for leading Jobsoid’s content and social media team. When Kelly is not building campaigns, she is busy creating content and preparing PR topics. She started with Jobsoid as a social media strategist and eventually took over the entire digital marketing team with her innovative approach and technical expertise.