Key Responsibility Areas (KRA) & Key Performance Indicators (KPI) for Trainee Recruiter
1. Recruitment Strategy Development
KRA: Develop effective recruitment strategies to attract top talent.
Short Description: Strategic recruitment planning.
- Number of qualified candidates sourced per month
- Conversion rate from application to interview
- Time to fill open positions
- Quality of hire (performance evaluation after 6 months)
2. Candidate Screening and Assessment
KRA: Screen and assess candidates to match job requirements.
Short Description: Efficient candidate evaluation.
- Percentage of candidates meeting job criteria
- Interview to offer ratio
- Candidate satisfaction score post-interview
- Retention rate of hired candidates after 1 year
3. Employer Branding and Talent Attraction
KRA: Enhance employer brand to attract top talent.
Short Description: Brand building for talent acquisition.
- Number of social media followers gained
- Employee referral rate for open positions
- Engagement rate on career-related content
- Feedback from candidates on employer brand perception
4. Onboarding and New Hire Experience
KRA: Ensure smooth onboarding and positive new hire experience.
Short Description: Seamless integration of new hires.
- Onboarding completion rate within the first week
- New hire satisfaction survey scores
- Time to productivity for new employees
- Retention rate of new hires after 6 months
5. Recruitment Analytics and Reporting
KRA: Analyze recruitment data to improve processes and outcomes.
Short Description: Data-driven recruitment decisions.
- Time to hire for different job categories
- Cost per hire and cost savings through efficient sourcing
- Accuracy of recruitment forecasts compared to actual hires
- Utilization of recruitment technology and tools
6. Diversity and Inclusion Hiring Initiatives
KRA: Implement strategies to promote diversity and inclusion in hiring.
Short Description: Inclusive recruitment practices.
- Diversity ratio in candidate pool and hires made
- Inclusion survey scores from new hires
- Successful implementation of diversity recruitment events
- Retention rate of diverse hires
7. Talent Pipeline Development
KRA: Build and maintain a talent pipeline for future hiring needs.
Short Description: Proactive talent sourcing.
- Growth of talent network connections
- Percentage of roles filled internally
- Number of passive candidates engaged annually
- Succession planning effectiveness based on internal promotions
8. Training and Development Support
KRA: Provide training and development opportunities for recruiters.
Short Description: Continuous learning for recruitment team.
- Training participation rates among recruiters
- Skills improvement based on post-training assessments
- Implementation of learned techniques in recruitment processes
- Recruiter performance enhancement post-training
9. Compliance and Regulatory Adherence
KRA: Ensure recruitment processes comply with labor laws and regulations.
Short Description: Legal and ethical recruitment practices.
- Audit results on recruitment compliance
- Number of legal complaints related to recruitment practices
- Training effectiveness on legal requirements for recruiters
- Adherence to diversity hiring regulations
10. Performance Evaluation and Feedback
KRA: Conduct performance evaluations and provide feedback for continuous improvement.
Short Description: Performance management for recruiters.
- Recruiter productivity and efficiency metrics
- Feedback survey scores from hiring managers on recruiter performance
- Improvement in recruitment process based on feedback implementation
- Recruiter satisfaction and engagement levels
