Staffing Recruiter Goals and Objectives Examples
Source and recruit qualified candidates.
Meet weekly recruitment targets.
Maintain a high level of candidate engagement.
Maintain accurate candidate profiles in the ATS.
Conduct phone screens with candidates.
Schedule interviews with hiring managers.
Facilitate the interview process from start to finish.
Provide feedback to candidates throughout the recruitment process.
Manage candidate expectations and keep them informed.
Maintain a positive candidate experience.
Ensure all job postings are accurate and up-to-date.
Utilize social media for sourcing and recruitment.
Build and maintain relationships with universities and colleges for campus recruiting.
Attend job fairs and networking events.
Develop and implement recruitment strategies.
Collaborate with hiring managers to understand their needs.
Advise hiring managers on best practices for recruitment.
Communicate effectively with hiring managers throughout the process.
Manage the recruitment process efficiently.
Make data-driven decisions to improve recruitment outcomes.
Conduct reference checks on candidates.
Work with HR to ensure compliance with all relevant employment laws.
Stay up-to-date on industry trends and best practices.
Analyze recruitment metrics and adjust strategies accordingly.
Track time-to-hire and make improvements where necessary.
Train hiring managers on recruitment best practices.
Develop and maintain a strong employer brand.
Build a talent pipeline for future hiring needs.
Implement diversity and inclusion initiatives within the recruitment process.
Partner with hiring managers to develop job descriptions that attract top talent.
Conduct market research to stay competitive in salary negotiations.
Negotiate offers with candidates.
Coordinate pre-employment testing and background checks as required.
Maintain a strong understanding of the company culture in order to attract candidates who will fit in well.
Introduce new recruitment tools and technology to improve outcomes.
Attend training sessions to stay current on recruitment best practices.
Create and maintain recruitment reports for leadership review.
Foster a positive team atmosphere among staff recruiters.
Support the HR team as needed during busy times.
Respond promptly to communication from candidates and hiring managers.
Build relationships with third-party recruiters as needed.
Manage candidate expectations regarding salary, benefits, and other compensation packages.
Communicate the company’s mission and values to candidates.
Lead campus recruiting efforts in partnership with university relations teams.
Understand the company’s competitive advantages in order to effectively sell the company to candidates.
Monitor Glassdoor reviews and respond as appropriate to maintain the company’s reputation as an employer of choice.
Attend conferences and events related to staffing and recruiting to learn new techniques and find new talent sources.
Conduct exit interviews with departing employees to identify areas for improvement in recruitment and retention efforts.
Use creative thinking and problem-solving skills to overcome recruitment challenges.
Build relationships with local professional organizations to increase visibility for the company among potential job candidates.
Analyze job requirements and identify specific skills needed for each role in order to better target recruitment efforts.
Create engaging content for job postings, social media, and other recruitment materials to attract top talent.
Evaluate competitors’ recruitment strategies to identify strengths and weaknesses of the company’s own approach.
Conduct online searches of potential candidates to identify leads outside of traditional channels.
Participate in company culture-building events such as volunteer days or employee appreciation events to build rapport with current employees and attract potential candidates as well.
Develop relationships with staffing agencies, if applicable, to supplement internal recruitment efforts when necessary.
Work with marketing teams to create targeted ads on social media or other platforms for open positions as part of recruitment campaigns.
Conduct regular interviews with existing staff recruiters to gather feedback on what is working well in recruitment efforts and what could use improvement.
Actively seek out ways to automate or streamline the recruitment process without sacrificing quality or personalization for candidates or hiring managers.
Identify opportunities for process improvement within the recruitment function in order to reduce time-to-fill, increase offer acceptance rates, improve candidate satisfaction scores, or other related KPIs.
Leverage an existing network of contacts within relevant industry sectors or geographies to drive referrals or passive candidate interest in open roles.
Use data analytics tools or software programs where possible to measure performance outcomes and track progress over time, such as applicant tracking systems (ATS), CRM tools, or predictive analytics software.
Align staffing strategy with workforce planning needs across different business units/departments/functions or geographic locations based on projected headcounts, budgetary constraints, or other factors.
Participate in employer branding initiatives such as creating videos about corporate culture or posting images on social media featuring staff at work or at play in order to help differentiate your employer brand from competitors.
Use assessment tools such as personality tests or behavioral simulations where appropriate in order to reduce subjectivity/bias in candidate evaluations while increasing predictive validity.
Develop customized screening criteria/competencies based on each position/role rather than using generic templates that might miss crucial nuances between different jobs or functions.
Ensure that all communication channels used during the recruitment process (emails, SMS messages, phone calls) are professional, respectful, timely, inclusive, and compliant with applicable laws/regulations.
Seek ongoing feedback from candidates at different stages of the recruitment process in order to identify areas where improvements could be made to their experience.
Use virtual or augmented reality tools where appropriate in order to provide more immersive experiences for candidates during the interview stage, particularly for technical or visually-oriented roles.