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tability.ioWhat are Core Team Recruitment 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.
Writing good OKRs can be hard, especially if it's your first time doing it. You'll need to center the focus of your plans around outcomes instead of projects.
We have curated a selection of OKR examples specifically for Core Team Recruitment to assist you. Feel free to explore the templates below for inspiration in setting your own goals.
If you want to learn more about the framework, you can read our OKR guide online.
Core Team Recruitment OKRs examples
You will find in the next section many different Core Team Recruitment Objectives and Key Results. We've included strategic initiatives in our templates to give you a better idea of the different between the key results (how we measure progress), and the initiatives (what we do to achieve the results).
Hope you'll find this helpful!
OKRs to build efficient core distribution teams via strategic recruitment
ObjectiveBuild efficient core distribution teams via strategic recruitment
KRIncrease recruitment output by 25% to build larger teams
Expand sourcing strategies to increase candidate pool- Streamline recruitment process to reduce time taken for hiring
- Implement referral programs to attract qualified candidates
- KRImprove hire quality by implementing a rigorous candidate screening process
- Arrange for real-world tests or trials to assess practical skills
- Implement a multi-phase interview process that involves teammate evaluations
- Develop a comprehensive checklist for tracking applicants' skills and past experiences
- KRDecrease team attrition rate by 15% through refining the onboarding process
- Gather feedback from new employees about the onboarding experience
- Implement changes based on feedback to improve the onboarding process
- Create a comprehensive, interactive onboarding program for new hires
OKRs to establish strong core distribution teams through robust recruitment
- ObjectiveEstablish strong core distribution teams through robust recruitment
- KRAchieve at least 90% retention rate of new hires within their first six months
- Develop a robust employee recognition program
- Provide regular feedback and mentoring
- Implement a comprehensive onboarding process
- KRHire and onboard 30 high-performing distribution team members
- Arrange and conduct job interviews
- Define skill requirements for distribution team roles
- Advertise positions and review resumes
- KRAttract 200 quality candidates for core distribution roles
- Establish partnerships with universities and technical schools
- Develop engaging job descriptions directed towards targeted candidates
- Implement a comprehensive social media recruitment strategy
OKRs to launch a viable startup in the tech industry
- ObjectiveLaunch a viable startup in the tech industry
- KRHire a core team of five professionals in tech, marketing, and operations
- Identify required skills and experience for each job role
- Schedule and conduct potential candidate interviews
- Post job vacancies on suitable recruitment platforms
- KRFinalize business plan with a detailed financial projection
- Review and refine existing business model assumptions
- Develop comprehensive profit and loss projections
- Incorporate relevant market research into the plan
- KRSecure investment from at least three different sources for initial capital
- Research and identify potential investors
- Conduct pitching sessions to these investors
- Create a compelling business plan
How to write your own Core Team Recruitment 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 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.
Core Team Recruitment 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
The #1 role of OKRs is to help you and your team focus on what really matters. Business-as-usual activities will still be happening, but you do not need to track your entire roadmap in the OKRs.
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
Don't fall into the set-and-forget trap. It is important to adopt a weekly check-in process to get the full value of your OKRs and make your strategy agile – otherwise this is nothing more than a reporting exercise.
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 Core Team Recruitment 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
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 a proper OKR-tracking tool for it.
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 Core Team Recruitment OKR templates
We have more templates to help you draft your team goals and OKRs.
- OKRs to develop an improved, fully transparent communication system
- OKRs to improve my performance in English class
- OKRs to ramp up sales of our top three products to reach 2 million
- OKRs to enhance knowledge on marketing and branding for B2B SaaS product optimization
- OKRs to achieve harmony with team and company objectives
- OKRs to enhance HR's strategic contribution to business success