Key Responsibility Areas (KRAs) & Key Performance Indicators (KPIs) for Recruitment Researcher
1. Recruitment Strategy Development
KRA: Develop comprehensive recruitment strategies to attract top talent.
Short Description: Strategic planning for talent acquisition.
- Number of qualified candidates sourced per month
- Conversion rate of sourced candidates to hires
- Time to fill open positions
- Quality of hires based on manager feedback
2. Candidate Screening and Assessment
KRA: Conduct thorough screening and assessment of candidates to ensure quality hires.
Short Description: Evaluating candidate qualifications and fit.
- Accuracy of candidate assessments compared to job requirements
- Candidate satisfaction with the recruitment process
- Offer acceptance rate by candidates screened
- Feedback from hiring managers on candidate quality
3. Employer Branding and Talent Marketing
KRA: Enhance employer brand and attract talent through effective marketing strategies.
Short Description: Promoting the organization as an employer of choice.
- Growth in social media followers and engagement
- Positive sentiment in employer brand surveys
- Number of applications received per job post
- Conversion rate of applicants to hires
4. Recruitment Data Analysis
KRA: Analyze recruitment data to identify trends and improve hiring processes.
Short Description: Using data for informed decision-making.
- Time-to-hire metrics for different job roles
- Cost per hire and cost savings through optimization
- Diversity metrics in candidate pools and hires
- Recruitment channel effectiveness analysis
5. Talent Pipeline Management
KRA: Build and maintain a strong talent pipeline for future hiring needs.
Short Description: Proactive talent sourcing and engagement.
- Growth in passive candidate database size
- Engagement rate of talent pool through newsletters or events
- Conversion rate of passive candidates to active applicants
- Success rate of pipeline candidates in interviews
6. Recruitment Process Optimization
KRA: Continuously improve recruitment processes for efficiency and effectiveness.
Short Description: Streamlining the hiring process.
- Reduction in time-to-fill for critical positions
- Feedback from candidates on the recruitment experience
- Internal stakeholder satisfaction with recruitment services
- Utilization rate of recruitment technology tools
7. Onboarding Support
KRA: Provide onboarding support to new hires for a smooth transition.
Short Description: Ensuring successful integration of new employees.
- Onboarding satisfaction scores from new hires
- Time for new hires to reach full productivity
- Retention rate of newly onboarded employees
- Feedback from managers on new hire performance
8. Compliance and Legal Adherence
KRA: Ensure recruitment practices comply with labor laws and company policies.
Short Description: Upholding legal and ethical standards in recruitment.
- Audit results on recruitment compliance standards
- Number of reported compliance incidents
- Training completion rates on compliance topics
- Legal risks mitigated through recruitment processes
9. Stakeholder Relationship Management
KRA: Build strong relationships with hiring managers, HR partners, and candidates.
Short Description: Effective communication and collaboration with stakeholders.
- Stakeholder satisfaction survey results
- Response time to stakeholder inquiries or requests
- Number of successful hires based on stakeholder feedback
- Collaboration effectiveness ratings with internal teams
10. Continuous Learning and Development
KRA: Stay updated on recruitment trends and participate in professional development activities.
Short Description: Investing in personal and professional growth.
- Number of training sessions attended per quarter
- Implementation of new recruitment strategies learned
- Professional certifications obtained related to recruitment
- Feedback from peers on knowledge-sharing impact
