Key Responsibility Areas (KRA) & Key Performance Indicators (KPI) for Headhunter Job Description
1. Recruitment Strategy Development
KRA: Develop effective recruitment strategies to attract top talent for open positions.
Short Description: Strategic planning for recruitment.
- Number of qualified candidates sourced per month
- Conversion rate of sourced candidates to hires
- Time to fill open positions
- Quality of hires based on performance evaluations
2. Candidate Assessment and Selection
KRA: Conduct thorough assessments and select candidates who align with the organization’s culture and job requirements.
Short Description: Selection of suitable candidates.
- Interview to offer acceptance rate
- Candidate satisfaction scores with the recruitment process
- Retention rate of hired candidates after 6 months
- Diversity and inclusion metrics in candidate selection
3. Relationship Management
KRA: Build and maintain strong relationships with candidates, clients, and internal stakeholders.
Short Description: Stakeholder relationship management.
- Client satisfaction scores with candidate quality
- Number of repeat business from satisfied clients
- Candidate referral rate from existing hires
- Response time to client and candidate inquiries
4. Market Research and Analysis
KRA: Stay updated on industry trends, salary benchmarks, and competitor analysis to inform recruitment strategies.
Short Description: Market intelligence gathering.
- Accuracy of salary benchmarking data used in negotiations
- Market share growth in specific talent pools
- Competitor analysis impact on recruitment approaches
- Utilization of market insights in talent acquisition planning
5. Employer Branding and Marketing
KRA: Enhance the organization’s employer brand through targeted marketing efforts and employee value proposition communication.
Short Description: Employer branding initiatives.
- Engagement metrics on employer branding campaigns
- Employer brand perception surveys among target talent segments
- Conversion rate of passive candidates through branding efforts
- Alignment of employee brand perception with external image
6. Performance Metrics and Reporting
KRA: Establish and track performance metrics to evaluate recruitment effectiveness and provide regular reports to stakeholders.
Short Description: Recruitment performance analytics.
- Recruitment cost per hire and cost-effectiveness
- Time to hire compared to industry benchmarks
- Accuracy of forecasting recruitment needs
- Feedback scores from stakeholders on reporting clarity
7. Talent Pool Development
KRA: Nurture relationships with potential candidates for future opportunities and maintain a strong talent pipeline.
Short Description: Talent pool cultivation.
- Growth rate of talent network size
- Engagement levels of passive candidates in the talent pool
- Conversion rate of passive candidates to active applicants
- Diversity representation in the talent pipeline
8. Technology Utilization and Innovation
KRA: Leverage recruitment technology tools and explore innovative solutions to streamline processes and enhance candidate experience.
Short Description: Technology-driven recruitment advancements.
- Adoption rate of new recruitment technologies
- Efficiency gains in recruitment processes through technology implementation
- Candidate feedback on technology usability in the recruitment process
- Innovation impact on recruitment outcomes and candidate engagement
9. Compliance and Ethics Adherence
KRA: Ensure recruitment practices comply with legal regulations, ethical standards, and company policies.
Short Description: Compliance and ethics management.
- Compliance audit results and corrective action implementation
- Ethics training completion rates for recruitment team members
- Incident reports related to recruitment misconduct or bias
- Legal compliance fines or penalties avoidance
10. Continuous Learning and Development
KRA: Engage in ongoing learning opportunities to stay updated on best practices, industry trends, and professional development.
Short Description: Professional growth and development.
- Participation rates in industry conferences and workshops
- Knowledge sharing initiatives within the recruitment team
- Adoption of new skills or certifications relevant to recruitment
- Impact of learning activities on recruitment performance improvements
