Trainee Recruiter KRA/KPI

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