Talent Acquisition Goals and Objectives Examples
Increase the number of qualified applicants by 20%.
Reduce time-to-hire by 15 days.
Increase diversity in candidate pool by 30%.
Improve candidate experience satisfaction rates by 10%.
Implement an employee referral program that fills at least 20% of open positions.
Develop relationships with niche job boards to attract candidates with specific skill sets.
Create a robust social media presence to attract passive candidates.
Build and maintain a strong employment brand to attract top talent.
Establish clear hiring criteria and assessment methods for each position.
Implement pre-screening tools to filter out unqualified applicants.
Conduct meaningful candidate interviews that assess both technical abilities and cultural fit.
Build and maintain relationships with universities/colleges to attract new graduates.
Implement a candidate relationship management system to stay in touch with top candidates.
Create a talent pipeline to fill critical positions quickly.
Train hiring managers on best practices for interviewing and hiring.
Implement an effective background check process to ensure quality hires.
Work closely with HR to ensure compliance with labor laws and regulations.
Conduct regular analysis of recruitment metrics to identify areas for improvement.
Increase the number of successful hires from 75% to 85%.
Improve employer brand awareness in the local community through community involvement.
Stay up-to-date on emerging recruiting trends and technologies.
Continuously evaluate job descriptions and make revisions as necessary.
Develop and implement campus recruitment strategies to attract new talent.
Participate in industry-specific trade shows and events to build a network of potential candidates.
Ensure job postings are optimized for search engines to increase visibility.
Optimize the application process to reduce drop-off rates.
Develop a standardized interview process that is consistent across all departments.
Implement a diversity and inclusion hiring initiative to increase representation among underrepresented groups.
Use data analytics to track recruitment performance over time.
Develop targeted outreach campaigns to reach passive candidates within diverse communities.
Partner with external recruiters or staffing agencies to source candidates for hard-to-fill positions.
Introduce incentives for employees who refer successful job candidates.
Elevate the candidate experience through personalized communication touchpoints throughout the recruitment process.
Create employer branding videos to showcase company culture and values.
Develop content marketing strategies that cultivate a positive image of the company in the minds of candidates.
Foster relationships with leading industry influencers who can champion the company as a great place to work.
Develop an employee value proposition that resonates with high-performing candidates.
Monitor and improve Glassdoor ratings and reviews to enhance the company's reputation as an employer.
Set up an applicant tracking system (ATS) that streamlines recruitment workflows and enhances collaboration between teams.
Improve diversity representation in leadership roles across the company by 20% in the next year.
Develop hiring practices that place a strong emphasis on EQ intelligence, emotional intelligence, and creativity.
Establish processes for conducting skill-based assessments and tests to gauge candidate proficiency levels.
Develop ongoing training programs for hiring managers that focus on unconscious bias, inclusive language, and diversity sensitivity training.
Implement a predictive analytics strategy that leverages machine learning algorithms to forecast future talent needs and optimize recruitment budgets accordingly.
Promote internal mobility opportunities to boost retention, employee engagement, and career growth among existing staff members.
Encourage diversity throughout the entire recruitment process, from sourcing to selection, to ensure a diverse workforce is maintained at all levels of the organization.
Establish diversity goals for individual business units, departments, or teams, such as committing to hiring people from diverse backgrounds or underrepresented groups in every hire decision.
Launch talent mapping initiatives that identify high-potential candidates with key skills and competencies before they're needed for specific roles, paving the way for faster filling of critical positions down the line if needed.
Increase efforts to target veteran hiring initiatives that connect companies with skilled military personnel who have served in active duty.
Pilot mentorship programs aimed at students who are about to graduate or who may need additional support when looking for their first job after graduation.
Take advantage of alternate sources of talent by coordinating university hackathons, partnering with coding boot camps, or working with communities focused on tech skills development.
Leverage technology like artificial intelligence to automate repetitive tasks involved in recruiting while allowing recruiters more time to focus on higher-level work like interviewing.
Use social media channels such as LinkedIn, Twitter, Instagram, and Facebook to source talent while also highlighting your company culture and personality.
Create an employer brand playbook that lays out how your company wants to present itself to potential candidates.
Host events tailored around talent acquisition such as virtual career fairs or online job fairs.
Conduct candidate experience surveys after every hiring cycle to gain feedback about what worked well or poorly during the recruitment process.
Organize follow-up campaigns aimed at keeping interested candidates engaged with the company after they've been told no for current openings so they don't miss out on future opportunities.
Run regular audit checks of job descriptions across multiple platforms to ensure inclusivity, so they don't discourage qualified applicants from applying due to exclusive language or requirements.
Develop a social media strategy that uses relevant keywords targeted towards specialized audiences for difficult-to-fill roles.
Establish partnerships with other organizations or industries whose talent could be transferred into your sector or industry.
Ensure there are specific channels for employee referrals, so they are incentivized and encouraged to bring suitable candidates onboard.
Increase the percentage of remote workers within your team by utilizing digital communication platforms such as Zoom or Slack.
Collaborate with other departments outside of human resources such as marketing, finance or engineering, for guidance on their ideal candidate profile.
Create a comprehensive job posting strategy based on data-driven insights from previous campaigns.
Conduct competitor analysis reports outlining how other companies within your industry conduct their recruitment strategy.
Set up a chatbot function on your website which can answer questions about careers, company culture or interview preparation.
Implement salary transparency policies where it is practical and feasible.
Develop internal mobility programs which encourage upskilling or reskilling within the organization.
Introduce video interviews into your recruitment process for remote applicants or companies looking for more efficient processes.
Create a talent acquisition reporting dashboard which can track KPIs such as cost per hire or applicant quality.
Establish relationships with industry influencers who can promote your company's unique selling points effectively.
Generate buzz around specific roles by offering limited-time promotions or prizes.
Have a close working relationship with legal counsel specialized in employment law.
Structure interview questions around soft skills such as adaptability, teamwork, or leadership capabilities rather than solely focusing on technical abilities.
Conduct an SEO audit on all career pages across your website.
Get involved with groups focused on developing underrepresented talent such as Black Girls Code, Girls Who Code or National Society Of Hispanics In Computing.
Offer flexible working arrangements where it is practical and feasible.
Add virtual reality elements into your screening process which can simulate real-life work scenarios.
Encourage frequent feedback exchanges between recruiters and interviewers regarding their experiences during the hiring process.
Utilize data analytics to predict future staff turnover rates in order to plan ahead proactively.