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tability.ioWhat are Hiring 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 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.
Hiring OKRs examples
You will find in the next section many different Hiring 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 increase accuracy of hiring needs analysis for optimal requirement forecasting
ObjectiveIncrease accuracy of hiring needs analysis for optimal requirement forecasting
KRImplement a scalable data collection system to understand current hiring trends
Identify key metrics to track for understanding hiring trends- Setup automated tools for scalable data collection
- Develop a system for data analysis and interpretation
- KRLead 3 cross-functional planning meetings to align hiring needs with departmental growth goals
- Schedule cross-functional planning meetings
- Identify departmental growth goals
- Discuss and align hiring needs
- KRTrain hiring team on predictive analytics tools to improve forecasting accuracy by 25%
- Monitor and measure improvements in forecasting accuracy
- Identify predictive analytics training programs for the hiring team
- Schedule training sessions for the hiring team
OKRs to streamline and optimize global hiring processes
- ObjectiveStreamline and optimize global hiring processes
- KRIncrease quality of candidates pool by 40% using new sourcing strategies
- Utilize social media platforms for job position advertising
- Partner with reputable recruitment agencies for quality sourcing
- Implement thorough pre-screening processes for potential candidates
- KRReduce average hiring process time from vacancy to offer by 30%
- Implement pre-screening tests and assessments
- Improve coordination among hiring team members
- Streamline the interview process by using automation tools
- KRBoost acceptance rate of job offers by 20% with competitive compensation packages
- Develop superior, attractive compensation policies
- Market competitive benefits to potential hires
- Research industry standards for compensation packages
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
OKRs to streamline the company's recruitment process
- ObjectiveStreamline the company's recruitment process
- KRIncrease new hire retention rate by 10% through improved onboarding processes
- Develop a comprehensive and engaging employee onboarding program
- Provide mentorship opportunities for new employees
- Implement regular check-ins with new hires
- KRReduce hiring process time by 30% while maintaining quality of hires
- Implement an efficient applicant tracking system
- Streamline the interview and selection process
- Conduct timely background and reference checks
- KRImplement a standardized interviewing system across all departments
- Develop a standard interview protocol for all departments
- Train hiring managers on the new interview system
- Monitor and adjust the system based on feedback
OKRs to streamline and improve the hiring reporting processes
- ObjectiveStreamline and improve the hiring reporting processes
- KRReduce errors in hiring reports by at least 20% with quality checks
- Implement a double-check system for all hiring reports
- Utilize automatic error-detection software
- Train staff on error conscious report generation
- KRImplement a new recruitment software that reduces report generation time by 30%
- Research and select suitable recruitment software
- Install and integrate the chosen software
- Train staff to utilize new software
- KRTrain 100% of HR team on updated hiring reporting procedures
- Schedule training sessions for all HR team members
- Develop a comprehensive training module for new hiring procedures
- Monitor and evaluate team's understanding post-training
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
OKRs to scale the team by hiring and onboarding key talent to support business expansion
- ObjectiveExpand the business by scaling the team with quality personnel
- KRHire and onboard 3 experienced sales executives
- KREnhance team diversity by 20% via targeted recruitment strategy
- KRReduce time-to-fill open positions by 50% through process improvement
- KRRecruit and integrate 2 seasoned marketing specialists
OKRs to build an efficient hiring pipeline
- ObjectiveImprove the employee onboarding process
- KRReduce the average lead to hire period from 40 to 25 days
- KR30 interviews with recent hires to gather feedback on the onboarding
- KR90% of offers are accepted
OKRs to optimize talent acquisition and management processes
- ObjectiveOptimize talent acquisition and management processes
- KRImplement a new recruitment technology to automate 50% of administrative tasks
- Evaluate different recruitment technologies and choose one that suits requirements
- Monitor and evaluate the impact and progress after implementation
- Train the recruitment team to utilize the chosen software efficiently
- KRCut down time to hire by 30% and improve hiring efficiency
- Implement a structured interview process to streamline candidate evaluation
- Utilize an Applicant Tracking System to manage applications more efficiently
- Enhance job descriptions for clarity, reducing irrelevant applications
- KRIncrease hiring manager satisfaction by 40% through improved recruitment quality
- Develop ongoing training opportunities for enhancing recruiters' interviewing skills
- Regularly gather feedback from hiring managers to assess recruitment effectiveness
- Implement improved screening tools for identifying top-tier pool of candidates
OKRs to revamp and Enhance the Candidate Pre-Hire Experience
- ObjectiveRevamp and Enhance the Candidate Pre-Hire Experience
- KRIncrease candidate satisfaction rate to 90% with proactive communication and feedback mechanism
- Provide immediate response to candidate inquiries
- Implement weekly update emails to candidates about their application
- Establish a regular feedback mechanism for candidates
- KRImplement a standardized yet personalized digital interview experience for 80% of candidates
- Identify tools for customizable digital interviews
- Train HR staff in utilizing interview technology
- Sample test interviews with volunteers
- KRReduce time-to-hire by 30% through streamlining recruitment processes
- Conduct initial interviews within a week of application
- Implement a comprehensive applicant tracking system
- Revise job descriptions for clarity and relevance
How to write your own 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 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.
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
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 Hiring 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
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 Hiring OKR templates
We have more templates to help you draft your team goals and OKRs.
- OKRs to to implement a comprehensive Learning and Development plan
- OKRs to identify and assess new growth opportunities
- OKRs to implement robust third-party risk management system
- OKRs to achieve full real-time transaction posting in the system
- OKRs to drive successful implementation of relevant alliance principles
- OKRs to increase repeat business through timely follow-up and re-quotation