The recruitment and selection goals should be always based on the general objectives of the recruitment process. The hiring process exists to attract, hire and evaluate new employees for the organization. It does not start with the individual selection of the new hire and it does not end with the signature of the employment contract. Moreover, the recruitment process is one of the best measurable HR processes. It is a great advantage for setting goals and objectives of HR Recruiters and Recruitment Specialists.

Majority of modern HR Departments have a specialized Recruitment and Talent Acquisition Center of Excellence. The Recruitment CoE has the full accountability, and it designs the hiring process, puts all policies in place and pre-selects all job candidates. As the CoE has the full responsibility, the HR Director can set just goals for the Recruitment Manager.

The recruitment and staffing can be always divided into two separate areas:

  • strategic recruitment and talent acquisition;
  • tactical recruitment.

The primary goal of the recruitment department is always to have the excellent recruitment strategy in place. The recruitment strategy is a great definition of other recruitment goals in the organization. The staffing process is visible in the company because most managers open vacancies during the year. They can provide the instant and honest feedback about the performance of the recruitment center of excellence. The effective recruitment strategy in place and implemented should always be the principal goal of the Recruitment Manager.

Recruitment GoalsThe second strategic objective of the recruitment process is the social media presence and social media recruitment. Each modern organization has to engage the community. It has to build its presence to attract talents from different job markets. We live in the age of the constant shortage of talents; we need to attract them not to stop the growth of the business. This is a crucial aim for the recruitment CoE.

Employees are lazy sometimes. They need the encouragement to find new opportunities and ways how to do the business. The recruitment specialist should always discover new sourcing channels for the organization. The diversity of recruitment channels is necessary because the company can balance channels and attract the best talents working for competitors.

The graduate recruitment is another example of the strategic recruitment objective. A close cooperation with local universities usually brings great and cheap talents who love the opportunity to work for the modern organization. The HR Recruitment CoE has to build and maintain a healthy relationship with universities that is beneficial for both parties.

The tactical recruitment goals and objectives are about the proper definition, improvement, measurement and reporting of key recruitment and staffing KPIs. The team has to organize tasks to meet all essential KPIs like time-to-hire, quality-of-the-hire, cost-of-hire and recruitment-channels-diversity. The tactical goals are about the proper management of internal relationships and keeping an excellent relationship with all external vendors.

The recruitment CoE is one of the busiest units in Human Resources. They interact with line managers daily; the CoE reports issues weekly, and line managers have no worries to complain about the poor performance of HR recruiters. Each HR Team has to focus on recruitment goals and objectives to increase the satisfaction with provided services.

HR below the line

Goals, Goals, Goals!

Setting the right goals and objectives is the true art of the leadership. Human Resources trains managers and leaders how to set the targets for departments and employees. It manages the process so that all targets are aligned with the vision of the organization and follow the same approved principles.

However, Human Resources forgets to set the objectives for Human Resources Department. Just as the inspiration, you can find Goals and Objectives examples for the HR Business Partner, Recruitment and Staffing, Compensation and Benefits, Training and Development, Succession Planning, Leadership Development, HR Social Media, Employee Retention and HRIS.

The goals and objectives should be taken as examples. They are not the real targets to be used as they are provided. They just inspire. They help building the modern Human Resources Management Function in the company. Do not follow them blindly.

About Creative HRM

Human Resources Management is an essential business function in organizations that gain the sustainable competitive advantage. The development of Human Resources Management Practices and Procedures is an important way to reach targets and growth. HRM always start with the introduction of basic HR Management Policies, and it develops into the Leadership Development, sophisticated Compensation and Benefits, Organization Design, Performance Management and Career and Succession Planning.

creative HRM is a personal informational project focused on the description of latest trends in Human Resources Management. HR is a quickly developing business function, and new HR trends or procedures occur often. However, the implementation of new trends is difficult, and we should learn from mistakes and successes of others. Connect and stay connected.

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