Manager Of Talent Acquisition KRA/KPI

Key Responsibility Areas (KRA) & Key Performance Indicators (KPI)

1. Talent Acquisition Strategy Development

KRA: Develop and implement effective talent acquisition strategies to attract top talent.

Short Description: Strategic planning and execution of talent acquisition initiatives.

• 1. Percentage of qualified candidates sourced.
• 2. Time-to-fill for key positions.
• 3. Quality of hire metrics.
• 4. Diversity hiring metrics.

2. Recruitment Process Management

KRA: Oversee the recruitment process, ensuring efficiency and compliance.

Short Description: Streamlining recruitment workflows and ensuring compliance with policies.

• 1. Recruitment cost per hire.
• 2. Candidate satisfaction scores.
• 3. Offer acceptance rate.
• 4. Time-to-hire for critical positions.

3. Employer Branding and Talent Marketing

KRA: Enhance employer brand and create compelling talent marketing campaigns.

Short Description: Promoting the organization as an employer of choice.

• 1. Increase in employer brand awareness metrics.
• 2. Engagement levels on talent marketing campaigns.
• 3. Positive sentiment on employer review platforms.
• 4. Talent acquisition influenced by branding efforts.

4. Candidate Experience Enhancement

KRA: Improve the overall candidate experience throughout the recruitment process.

Short Description: Focusing on providing a positive experience for candidates.

• 1. Net Promoter Score (NPS) of candidates post-application.
• 2. Interview feedback turnaround time.
• 3. Candidate dropout rate at various stages.
• 4. Referral rate from past candidates.

5. Talent Pipeline Development

KRA: Build and nurture a robust talent pipeline for current and future needs.

Short Description: Proactively identifying and engaging potential candidates.

• 1. Growth of talent pool size.
• 2. Conversion rate of pipeline candidates to hires.
• 3. Response rate of passive candidates reached out to.
• 4. Succession planning effectiveness.

Real-Time Example of KRA & KPI

Implementing AI-Based Candidate Screening

KRA: Utilizing AI for initial candidate screening to improve efficiency and accuracy in the selection process.

• KPI 1: Reduction in time-to-fill by 20%.
• KPI 2: Increase in qualified candidate sourcing by 15%.
• KPI 3: 30% reduction in recruitment costs.
• KPI 4: 25% improvement in candidate satisfaction scores.

By implementing AI-based screening, the organization streamlined recruitment, reduced costs, and improved candidate quality, leading to overall recruitment process enhancement.

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 Manager Of Talent Acquisition.

Generate content in this structured format with clear, concise, and measurable KPIs while maintaining professional readability.