2 Leadership Hiring OKR examples with initiatives

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What are Leadership Hiring OKRs?

The OKR acronym stands for Objectives and Key Results. It's a goal-setting framework that was introduced at Intel by Andy Grove in the 70s, and it became popular after John Doerr introduced it to Google in the 90s. OKRs helps teams has a shared language to set ambitious goals and track progress towards them.

Formulating strong OKRs can be a complex endeavor, particularly for first-timers. Prioritizing outcomes over projects is crucial when developing your plans.

We've tailored a list of OKRs examples for Leadership Hiring to help you. You can look at any of the templates below to get some inspiration for your own goals.

If you want to learn more about the framework, you can read our OKR guide online.

Leadership Hiring OKRs examples

You'll find below a list of Objectives and Key Results templates for Leadership Hiring. We also included strategic projects for each template to make it easier to understand the difference between key results and projects.

Hope you'll find this helpful!

OKRs to establish a go-to platform for leadership and niche hiring

ObjectiveEstablish a go-to platform for leadership and niche hiring
KRAttract and onboard 1000 unique leadership profiles to the platform
Implement referral incentives for current users
Develop marketing campaigns targeting potential leadership profile candidates
Craft an engaging, user-friendly onboarding process
KRSecure partnerships with 50 leading companies in relevant industries
Reach out and negotiate partnerships with targeted companies
Develop proposals outlining mutual benefits for potential partners
Research and identify 50 prospective industry leaders for partnerships
KRAchieve a 20% conversion rate in hiring through the platform
Enhance job description clarity to attract right candidates
Implement comprehensive onboarding to increase acceptance rate
Improve screening processes for more qualified candidate selection

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OKRs to promote cultural humility for diverse, healthy team building

ObjectivePromote cultural humility for diverse, healthy team building
KRIncrease overall diversity rate in new hires by 25%
Collaborate with diverse professional and student organizations
Implement a diversity-focused recruitment strategy
Provide unconscious bias training to hiring managers
KRAchieve 90% positive feedback on diversity and inclusion efforts from employee surveys
Develop and promote a workplace inclusion policy
Implement diversity and inclusion training for all staff members
Regularly solicit employee feedback on inclusion efforts
KRImplement a cultural humility workshop for 80% of team leaders
Schedule workshop for 80% of team leaders
Ensure effective post-workshop follow-up activities
Identify suitable cultural humility workshop providers

team-diversity cultural-humility hiring-managers team-leaders human-resource-team leadership-team

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How to write your own Leadership Hiring OKRs

1. Get tailored OKRs with an AI

You'll find some examples below, but it's likely that you have very specific needs that won't be covered.

You can use Tability's AI generator to create tailored OKRs based on your specific context. Tability can turn your objective description into a fully editable OKR template -- including tips to help you refine your goals.

1. Go to Tability's plan editor
2. Click on the "Generate goals using AI" button
3. Use natural language to describe your goals

Tability will then use your prompt to generate a fully editable OKR template.

Watch the video below to see it in action 👇

Option 2. Optimise existing OKRs with Tability Feedback tool

If you already have existing goals, and you want to improve them. You can use Tability's AI feedback to help you.

1. Go to Tability's plan editor
2. Add your existing OKRs (you can import them from a spreadsheet)
3. Click on "Generate analysis"

Tability's Strategy Map makes it easy to see all your org's OKRs

Tability will scan your OKRs and offer different suggestions to improve them. This can range from a small rewrite of a statement to make it clearer to a complete rewrite of the entire OKR.

You can then decide to accept the suggestions or dismiss them if you don't agree.

Option 3. Use the free OKR generator

If you're just looking for some quick inspiration, you can also use our free OKR generator to get a template.

Unlike with Tability, you won't be able to iterate on the templates, but this is still a great way to get started.

Leadership Hiring OKR best practices

Generally speaking, your objectives should be ambitious yet achievable, and your key results should be measurable and time-bound (using the SMART framework can be helpful). It is also recommended to list strategic initiatives under your key results, as it'll help you avoid the common mistake of listing projects in your KRs.

Here are a couple of best practices extracted from our OKR implementation guide 👇

Tip #1: Limit the number of key results

Having too many OKRs is the #1 mistake that teams make when adopting the framework. The problem with tracking too many competing goals is that it will be hard for your team to know what really matters.

We recommend having 3-4 objectives, and 3-4 key results per objective. A platform like Tability can run audits on your data to help you identify the plans that have too many goals.

Tip #2: Commit to weekly OKR check-ins

Setting good goals can be challenging, but without regular check-ins, your team will struggle to make progress. We recommend that you track your OKRs weekly to get the full benefits from the framework.

Being able to see trends for your key results will also keep yourself honest.

Tip #3: No more than 2 yellow statuses in a row

Yes, this is another tip for goal-tracking instead of goal-setting (but you'll get plenty of OKR examples above). But, once you have your goals defined, it will be your ability to keep the right sense of urgency that will make the difference.

As a rule of thumb, it's best to avoid having more than 2 yellow/at risk statuses in a row.

Make a call on the 3rd update. You should be either back on track, or off track. This sounds harsh but it's the best way to signal risks early enough to fix things.

How to track your Leadership Hiring OKRs

Your quarterly OKRs should be tracked weekly in order to get all the benefits of the OKRs framework. Reviewing progress periodically has several advantages:

It brings the goals back to the top of the mind
It will highlight poorly set OKRs
It will surface execution risks
It improves transparency and accountability

Most teams should start with a spreadsheet if they're using OKRs for the first time. Then, once you get comfortable you can graduate to a proper OKRs-tracking tool.

If you're not yet set on a tool, you can check out the 5 best OKR tracking templates guide to find the best way to monitor progress during the quarter.

More Leadership Hiring OKR templates

We have more templates to help you draft your team goals and OKRs.

2 OKR examples for Leadership Hiring