Senior Engineer KRA/KPI

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