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Setting Recruitment Goals

Aug 18 , 2021

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Hiring managers who thought it was difficult to hire workers in 2019 and 2020 before the pandemic are probably wishing they could go back to that time and that level of difficulty in hiring. In the curent extremely challenging hiring environment, many businesses are having a harder time than ever hiring the talent they need, due to a variety of conditions including a rapid re-expansion following COVID lockdowns.

One way to make your hiring process more efficient and successful is to set defined recruitment goals for your company, department, or team. Goal-setting has been proven to boost achievement levels, and it can help you get the talent your company needs. Here are some steps your company can follow to set recruitment goals.  

Follow the SMART Plan

The SMART process of goal setting is generally recognized as an effective way to determine your criteria for goals before you actually set them. SMART means

  • Specific: Knowing what you want to achieve
  • Measurable: Being able to define success
  • Achievable: Something you can realistically accomplish
  • Relevant: Will help your company move forward and succeed
  • Time bound: Has a clear timetable for completion

You may need to spend some time meeting with your team in order to come up with goals that your company can reasonably achieve and feels are relevant to the process. Having a free and open discussion about the company's values around recruiting can really help at this stage, because everyone involved with hiring will have a chance to get on the same page and move forward on creating hiring goals in a unified way.

List Your Goals

The next step in the process is to make a list of goals, keeping the SMART guidelines in mind. Your list can be chronological in order of what steps you will take, or it can be a checklist of items you want to make sure you cover each time you hire. It can even include targeted strategies to improve the hiring process. Whatever you decide, you need a list so that you know what needs to happen and what success will look like. 

Human Resources app on a phone.

Evaluate Your Goals Before Implementation

Before you implement the list of goals you made, you should compare them to the guidelines above to make sure they meet the criteria you have set. The right time to do this is before you make changes to your process or otherwise implement the goals. Once you have determined that your goals meet SMART guidelines, you can begin to implement your new process. 

Evaluate Your Goals After Implementation

Of course, it's important to know whether you are meeting the goals you set and how close you are to doing so, if you haven't done it yet. Some common metrics for hiring include:

  • Time to hire: how long does your hiring process take?
  • Applicants per hire: how many people applied
  • Cost per hire: includes overtime paid prior to hire, recruiting costs, productivity loss, advertising costs, etc. 
  • Hiring success rate: how many of your new hires succeed in the new position?

Adjust Goals for Greater Success

If your success rate isn't as high as you would like it to be in one or more areas, you can make adjustments to your goals in order to better meet them. Wanting to improve is never a bad thing. But it's important to remember that any positive progress should be counted as a win. 

If still you aren't sure whether you are setting the right goals, or you continue to have difficulty filling positions, GDH offers recruiting services that can help. Contact us for more information on everything we offer.