Top 3 SMART recruitment goals and how to set them up.


SMART recruitment goals are specific, measurable, achievable, relevant, and time-bound. When setting SMART recruitment goals, consider the following characteristics:


  1. Specific:  What do I want to achieve? Clearly define what you want to achieve in recruitment.                                                                                                                                                 For example, instead of stating a general goal like “hire more employees,” make it specific, such as “hire three software developers with expertise in Python and Java.”


  1. Measurable: How do you want to measure the result? How do you want to know if you achieved your goal?                                                                                                Decide what you want to measure and set up a list of metrics or indicators to track progress and success. 

Recruitment metrics you can choose:

  • Time to fill
  • Time to hire
  • Source of hire
  • First-year attrition
  • Quality of hire
  • Cost per hire
  • Offer acceptance rate
  • Applicants per opening
  • Selection ratio
  • Hiring Manager satisfaction
  • Candidate experience
  • Candidate job satisfaction
  • Application completion rate
  • Recruitment funnel effectiveness
  • Sourcing channel effectiveness
  • Sourcing channel cost
  • Recruiter performance metrics 


  1. Achievable: Is it possible to achieve?                                                                                        Ensure that your goals are realistic and attainable. Consider factors such as available resources, budget, and market conditions. Setting unattainable goals can lead to frustration and hinder your recruitment efforts.


  1. Relevant: Align your recruitment goals with your overall organizational objectives and strategies.                                                                                                                  Your goals should support the growth of your business. 


  1. Time-bound: Set a specific timeframe for achieving your recruitment goals.    This provides a sense of urgency and helps you stay focused. For instance, you can set a goal to fill a specific position within two months or to increase the diversity of your candidate pool by 20% within a year.

Defining recruitment goals can be difficult, here are some examples for top 3 SMART recruitment goals


Start networking. 


Engage your coworkers in online and offline networking, make it a natural habit. It will make your brand more visible, build your long term talent pool and give you access to passive candidates

Networking opens doors to new opportunities. By connecting with a diverse range of individuals, you increase your chances of discovering job openings, business prospects, collaborations, and partnerships.

Attending industry events, conferences, and workshops provides opportunities for skill enhancement, learning new techniques, and staying updated with the latest advancements in your field. 

Networking involves regularly interacting with new people and engaging in conversations, which helps develop confidence and communication skills.


Reduce new hire failure rates.


There are  various reasons for new hire failures. What are the most common?

  • Skill mismatch: The candidate may not have possessed the necessary skills or qualifications for the role.
  • Poor cultural fit: If the new hire’s values, work style, or attitudes didn’t align with the organization’s culture, it could lead to dissatisfaction or lack of motivation or commitment
  • Inadequate onboarding or training: Insufficient onboarding or training programs can hinder a new employee’s ability to adapt quickly and perform effectively.
  • Communication issues: Difficulties in understanding instructions, expressing themselves, or collaborating with colleagues – all that leads to dissatisfaction and a feeling of being in the wrong place.
  • Management or leadership problems: Inadequate supervision, lack of support, or unclear expectations can leave employees feeling lost or demotivated.

What can you do reduce new hire failure?

  • Be more flexible with the job description and requirements. Find people with soft skills that will allow them to learn the rest. 
  • Give people opportunities to learn and grow.
  • Hire people who can grow within your organization and will be willing to adjust to the changing environment.


Lower the turn over-rate


The future of work is flexible. People asked the main reasons why they are considering switching jobs, 28% of employees mentioned work flexibility.                                              Employee turnover can have a significant impact on the health and success of any business. Not only does it affect morale and disrupt operations, but it also costs companies an enormous amount of money.

What can you do to reduce turnover?

  • Hire the right people. 
  • Conduct stay interviews.
  • Recognize and reward employees.
  • Offer opportunities for growth and development

Remember, SMART recruitment goals provide a clear direction, facilitate tracking and evaluation, and help you focus your efforts to achieve desired outcomes in the recruitment process.