What are Resource Acquisition 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 Resource Acquisition 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.
How to write your own Resource Acquisition OKRs
Option 1. Turn ideas into OKRs with Tability AI
While we have some examples available, it's likely that you'll have specific scenarios that aren't covered here.
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 OKRsTability 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.
Resource Acquisition OKRs examples
You'll find below a list of Objectives and Key Results templates for Resource Acquisition. 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 enhance the efficiency and effectiveness of human resource planning
ObjectiveEnhance the efficiency and effectiveness of human resource planning
KRImprove onboarding process satisfaction rate to 90% as indicated by new hire surveys
Schedule regular feedback sessions with new hires- Implement comprehensive, clear onboarding guidelines
- Enhance training resources for better understanding
- KRIncrease HR planning accuracy by 30% using data-driven forecasting methods
- Implement a data-driven forecasting software in HR processes
- Regularly monitor and adjust forecasting models
- Train HR team on data analysis and interpretation
- KRImplement a new talent acquisition strategy, reducing vacant positions by 20%
- Upgrade job ads and utilize diverse recruitment channels
- Develop a comprehensive, appealing employer brand strategy
- Streamline the interview and onboarding process
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 establish a comprehensive new hire onboarding program
- ObjectiveEstablish a comprehensive new hire onboarding program
- KRDevelop a clear, structured onboarding plan within the first 2 weeks
- Outline a schedule for training sessions, workshops, and meetings
- Prepare a comprehensive, easy-to-follow onboarding guide
- Identify key roles, responsibilities, and systems new hires must understand
- KRAchieve 90% satisfaction rate on new hire feedback surveys about onboarding experience
- Develop a detailed, comprehensive onboarding program with clear expectations
- Collect regular feedback from new hires and implement necessary adjustments
- Provide consistent mentorship and support for new employees during onboarding
- KRTrain 100% of HR team to effectively implement onboarding program
- Choose appropriate training resources or programs
- Schedule and oversee training sessions
- Identify existing knowledge gaps in the HR team's onboarding skills
OKRs to achieve successful leadership and execution of the 12 days project
- ObjectiveAchieve successful leadership and execution of the 12 days project
- KRAssemble a multi-skilled project team within one week of Quarter start
- Identify individuals with essential skills relevant to the project scope
- Delegate roles and responsibilities to each team member
- Organize a meeting to officially form the project team
- KRSecure all necessary resources and approvals by Week 2
- Confirm acquisition of resources and approvals by week 2
- Initiate process to secure resources and seek approvals
- Identify all required resources and approvals for the project
- KREnsure project completion with 95% satisfaction from team members
- Implement, monitor, and improve team member feedback systems
- Address and resolve any team issues promptly and efficiently
- Regularly communicate project goals and tasks to team members
OKRs to decrease direct funded vacancies under 2% of labor force
- ObjectiveDecrease direct funded vacancies under 2% of labor force
- KRImplement a robust recruitment strategy that fills 70% of open positions
- Identify key roles and skills needed for vacant positions
- Employ diverse sourcing methods to attract potential candidates
- Utilize algorithm-based programs for efficient talent acquisition
- KRIncrease internal promotion processes by 30% to reduce vacancies
- Analyze current promotion trends to identify potential improvements
- Develop a skill-upgrading program for current employees
- Implement and monitor promotion performance scoring system
- KRLower employee attrition rate to 4% through enhancing retention programs
- Implement a comprehensive employee mentorship program
- Create additional opportunities for career advancement
- Enhance benefits packages to increase employee satisfaction
Resource Acquisition 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 Resource Acquisition OKRs
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
Spreadsheets are enough to get started. Then, once you need to scale you can use a proper OKR platform to make things easier.
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 Resource Acquisition OKR templates
We have more templates to help you draft your team goals and OKRs.
- OKRs to improve conversion rate by 20% with landing page optimization and A/B testing
- OKRs to enhance the efficiency and accuracy of our testing procedure
- OKRs to ensure all RFM customers receive immediate sales team attention
- OKRs to achieve 70 and above scores to graduate successfully
- OKRs to elevate knowledge in subject matter for team experts
- OKRs to reinstate Intel's victorious culture and unify its talent pool