Key Responsibility Areas (KRA) & Key Performance Indicators (KPI)
1. Talent Sourcing
KRA: Identify and engage with potential candidates through various channels to build a strong talent pipeline.
Short Description: Proactively source qualified candidates.
- Number of qualified candidates sourced per month
- Conversion rate of sourced candidates to interviews
- Time to fill open positions
- Candidate satisfaction with recruitment process
2. Screening and Assessment
KRA: Screen, interview, and assess candidates to ensure they meet the job requirements.
Short Description: Conduct thorough candidate evaluations.
- Interview to offer ratio
- Candidate assessment scores
- Quality of shortlisted candidates
- Time taken to complete screening process
3. Candidate Engagement
KRA: Build and maintain relationships with candidates to enhance the overall candidate experience.
Short Description: Foster positive candidate interactions.
- Candidate engagement survey scores
- Feedback on recruitment process from candidates
- Percentage of candidates accepting job offers
- Retention rate of hired candidates after 6 months
4. Employer Branding
KRA: Promote the organization as an employer of choice to attract top talent.
Short Description: Enhance employer brand reputation.
- Number of applications received per job posting
- Employee referral rate
- Employer brand perception survey results
- Social media engagement on recruitment posts
5. Diversity and Inclusion
KRA: Support diversity and inclusion initiatives to ensure a diverse workforce.
Short Description: Foster a diverse and inclusive recruitment process.
- Percentage of diverse candidates in the applicant pool
- Conversion rate of diverse candidates to hires
- Feedback on diversity initiatives from candidates
- Employee diversity representation metrics
Real-Time Example of KRA & KPI
Example: Talent Sourcing
KRA: In a real-world scenario, a successful HR Recruiter actively engages with industry-specific talent communities to attract top talent.
- KPI 1: Number of passive candidates engaged monthly
- KPI 2: Conversion rate of engaged candidates to applicants
- KPI 3: Time to engage with a qualified candidate
- KPI 4: Quality of sourced candidates compared to job requirements
This strategic sourcing approach resulted in a 30% increase in qualified applicants and reduced time-to-fill by 20%.
Key Takeaways
- KRA defines what needs to be done, whereas KPI measures how well it is done.
- KPIs should always be SMART (Specific, Measurable, Achievable, Relevant, Time-bound).
- Regular tracking and adjustments ensure success in HR Recruiter role.
Ensure performance excellence by focusing on these key areas and measurable KPIs in your HR Recruiter role.
