Tability is a cheatcode for goal-driven teams. Set perfect OKRs with AI, stay focused on the work that matters.
What are Recruitment Managers OKRs?
The Objective and Key Results (OKR) framework is a simple goal-setting methodology that was introduced at Intel by Andy Grove in the 70s. It became popular after John Doerr introduced it to Google in the 90s, and it's now used by teams of all sizes to set and track ambitious goals at scale.
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 Recruitment Managers 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.
The best tools for writing perfect Recruitment Managers OKRs
Here are 2 tools that can help you draft your OKRs in no time.
Tability AI: to generate OKRs based on a prompt
Tability AI allows you to describe your goals in a prompt, and generate a fully editable OKR template in seconds.
- 1. Create a Tability account
- 2. Click on the Generate goals using AI
- 3. Describe your goals in a prompt
- 4. Get your fully editable OKR template
- 5. Publish to start tracking progress and get automated OKR dashboards
Watch the video below to see it in action 👇
Tability Feedback: to improve existing OKRs
You can use Tability's AI feedback to improve your OKRs if you already have existing goals.
- 1. Create your Tability account
- 2. Add your existing OKRs (you can import them from a spreadsheet)
- 3. Click on Generate analysis
- 4. Review the suggestions and decide to accept or dismiss them
- 5. Publish to start tracking progress and get automated OKR dashboards
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.
Recruitment Managers OKRs examples
You'll find below a list of Objectives and Key Results templates for Recruitment Managers. 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 successfully launch the asset managers unit trust business
ObjectiveSuccessfully launch the asset managers unit trust business
KROnboard 3 seasoned unit trust portfolio managers by Week 12
Schedule interview and assessment process by Week 8- Identify suitable candidates for unit trust portfolio manager role
- Complete hiring and orientation by Week 12
- KRAcquire initial capital commitments from 5 strategic partners by Week 9
- Identify potential strategic partners for initial capital commitments
- Schedule and conduct pitch meetings before Week 9
- Develop a compelling pitch targeting these strategic partners
- KRDevelop comprehensive, SEC-compliant business plan for unit trust operation by Week 6
OKRs to enhance talent acquisition and retention strategies
- ObjectiveEnhance talent acquisition and retention strategies
- KRImplement an updated onboarding process leading to 20% decrease in new hire turnover
- Train managers on executing the new onboarding process
- Track new hire turnover rates and adjust strategies
- Design comprehensive onboarding material for new hires
- KRBoost employee engagement scores by 15% using improved retention programs
- Enhance internal communication and feedback systems
- Promote work-life balance policies and benefits
- Implement comprehensive employee training and development programs
- KRIncrease number of qualified applicants by 25% through targeted recruitment strategies
- Implement employer branding strategy to attract potential candidates
- Utilize targeted job advertisements on niche platforms
- Develop employee referral programs to reach qualified individuals
OKRs to foster an inclusive, equitable, and diverse office culture
- ObjectiveFoster an inclusive, equitable, and diverse office culture
- KRAchieve 20% improvement in diversity and inclusion survey results
- Create a diversity and inclusion team
- Revise hiring practices to prioritize diversity
- Implement diversity and inclusion training for all staff
- KRImplement diversity training to 100% of team members
- Identify suitable diversity training programs or providers
- Confirm and record each team member's training completion
- Schedule mandatory training sessions for all team members
- KRIncrease minority hiring by 25%
- Offer diversity and inclusion training for hiring managers
- Implement inclusive hiring practices in the recruitment process
- Establish partnerships with minority-focused professional organizations
Recruitment Managers 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.
Save hours with automated OKR dashboards
Quarterly OKRs should have weekly updates to get all the benefits from the 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
We recommend using a spreadsheet for your first OKRs cycle. You'll need to get familiar with the scoring and tracking first. Then, you can scale your OKRs process by using Tability to save time with automated OKR dashboards, data connectors, and actionable insights.
How to get Tability dashboards:
- 1. Create a Tability account
- 2. Use the importers to add your OKRs (works with any spreadsheet or doc)
- 3. Publish your OKR plan
That's it! Tability will instantly get access to 10+ dashboards to monitor progress, visualise trends, and identify risks early.
More Recruitment Managers OKR templates
We have more templates to help you draft your team goals and OKRs.
- OKRs to successfully scale up metering points for improved efficiency
- OKRs to standardize all global processes
- OKRs to enhance staff productivity in the hybrid work model
- OKRs to enhance feature delivery lead time
- OKRs to boost product sales to reach 100 units
- OKRs to enhance policy analysis acumen for agriculture and nature concerns