How To Write A Good KRA/KPI

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

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1. Content Strategy Development

KRA: Develop an effective content strategy to attract qualified candidates.

Short Description: Create content strategy for job descriptions.

• Number of targeted keywords in job description
• Conversion rate of job description views to applications
• Engagement rate on job description page
• Quality score of job description content

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2. Job Description Writing

KRA: Write compelling job descriptions that accurately represent the role.

Short Description: Craft engaging job descriptions.

• Job description completion time
• Job description readability score
• Percentage of key requirements highlighted in job description
• Feedback score from hiring managers on job descriptions

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3. SEO Optimization

KRA: Optimize job descriptions for search engines to improve visibility.

Short Description: Enhance job descriptions for SEO.

• Organic traffic growth to job description pages
• Keyword ranking for job descriptions
• Click-through rate from search results to job descriptions
• SEO audit score for job description content

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4. Performance Tracking

KRA: Implement tracking mechanisms to analyze job description performance.

Short Description: Monitor job description effectiveness.

• Number of applications received per job description
• Time spent on job description page
• Application completion rate after viewing job description
• Conversion rate of job description views to interviews

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5. Candidate Engagement

KRA: Enhance candidate engagement through interactive job descriptions.

Short Description: Increase candidate interaction with job postings.

• Number of social shares for job descriptions
• Percentage of job description viewers who interact with content
• Feedback rating from candidates on job descriptions
• Retention rate of candidates who applied through job descriptions

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6. Diversity & Inclusion Integration

KRA: Ensure job descriptions promote diversity and inclusion.

Short Description: Incorporate diversity and inclusion in job postings.

• Percentage of diverse candidates attracted by job descriptions
• Inclusion of diversity statements in job descriptions
• Feedback from underrepresented groups on job descriptions
• Retention rate of diverse candidates hired through job postings

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7. Employer Branding Alignment

KRA: Align job descriptions with the organization’s employer branding strategy.

Short Description: Reflect employer brand in job descriptions.

• Consistency of brand messaging across job descriptions
• Employer brand perception improvement after job description updates
• Employer brand sentiment analysis related to job descriptions
• Alignment of job descriptions with company culture and values

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8. Feedback & Iteration

KRA: Collect feedback on job descriptions and iterate for continuous improvement.

Short Description: Gather input for job description enhancement.

• Feedback response rate on job description surveys
• Number of iterations based on feedback received
• Improvement in key metrics post-iteration of job descriptions
• Percentage increase in positive feedback on revised job descriptions

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9. Competitor Analysis

KRA: Conduct regular competitor analysis to enhance job description effectiveness.

Short Description: Monitor and adapt job descriptions based on competition.

• Number of competitor job descriptions analyzed monthly
• Integration of successful elements from competitor job descriptions
• Job description performance comparison with competitors
• Market positioning improvement based on competitor analysis insights

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10. Technology Integration

KRA: Utilize technology tools to optimize job description processes.

Short Description: Implement technology for job description efficiency.

• Adoption rate of new technology for job description management
• Automation level in job description creation and distribution
• Technology impact on time-to-fill for positions from job descriptions
• Cost savings achieved through technology implementation in job descriptions

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Real-Time Example of KRA & KPI

[Insert a real-world example related to the Write A Good Job Description]

KRA: Provide an example of how an organization or professional applies this KRA in real life.

• KPI 1: [Example of a measurable KPI]
• KPI 2: [Example of a measurable KPI]
• KPI 3: [Example of a measurable KPI]
• KPI 4: [Example of a measurable KPI]

Describe how these KPIs led to improved performance and success.

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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 Write A Good Job Description.

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