- Posted by: Winter Green-Ike
- Category: Culture & Retention, Recruitment & Selection
Recruiting is essential to any business’ growth, as having a good recruiting strategy can lead you to attract top talent to your organization. A good recruitment process can reduce the time involved in searching, interviewing, recruiting, and training, as well as reduce employee turnover through proper vetting and onboarding.
We’ve talked about how to build a recruitment strategy in another post, but for this week we wanted to discuss how to set recruiting objectives for your organization to help guide and inform your strategy. As with any venture that your business undertakes you need actionable objectives to help guide you from point A to B.
If you’ve sat through a few business leadership seminars in your life, then you’ve probably heard of the S.M.A.R.T. goal–setting system. This system is excellent for establishing actionable goals with reasonable expectations that can be completed timely, increasing your team’s odds of success for achieving goals.
The S.M.A.R.T. acronym identifies an essential component of the goal-setting process:
Recruiting goals like “hire more employees” or “hire an HR expert” is vague and not specific enough to be actionable. You need to identify the how and the outcome of the goal to make it specific.
The easiest way to do that is by asking yourself the 5Ws:
- What does your business want to achieve?
- Why does your business want to achieve this?
- Who in the organization will be involved in this goal?
- Where will this goal take the business?
- When do you plan to accomplish this goal?
With this method, you can now go from “hire more employees” to “staff our marketing department with 10 new employees by the end of Q1.” This new specific goal checks all of the boxes and tells your business where to go next.
You want to make sure that your goals are measurable as well as actionable. If you can’t measure the outcome of your goals, then how will you know when you completed them or if you’re even making progress with them?
Let’s look at are recruitment objective of reducing employee turnover as an example. How much do you want to reduce employee turnover and by when? Collecting information and data about the recruitment process allows you to keep accountable and make progress on your goals.
Attainable goals can be achieved with the material, financial, and humans resources available to your business. While it is possible to fill all of your open positions with the best possible employees and have none of them turnover, the odds of this happening are unlikely.
Setting unattainable goals can demoralize yourself and your team when they don’t achieve them. Setting and achieving attainable goals though gives your team a confidence boost and allows you to complete even loftier goals.
Not all goals are equal. Some goals aren’t relevant to your business needs at the moment and are best left to be completed later. Discerning what goals are relevant to your problem at hand is what allows you to stay ahead of the needs of your business.
For example, while it may be a goal to hire employees for your marketing department to launch your new product, the more pressing goal might be to hire employees for your development team to make sure the product is ready for launch.
When setting goals, you want to make sure that you and your team can achieve them within a deadline.
Setting a timeline allows you to see if the scope of the goal is achievable with your current resources. Deadlines allow you to plan for your goals better and make progress towards them.
Creating S.M.A.R.T. Recruitment Objectives
Now that we’ve gone over the S.M.A.R.T. goals system let’s try and apply it to our recruitment efforts to help build our recruitment strategy.
Let’s say that you’re a small business owner who runs a handyman repair service with 15 employees in a large metropolitan area. Your business has been doing well for the last five years and it’s time to start expanding your service area to other parts of the city.
While “expanding your business” is a goal, we know that it needs to be “S.M.A.R.T.er”. In this hypothetical, a S.M.A.R.T recruitment goal would be:
“Hire six new handymen to increase your service area by the end of Q2.”
This new goal is specific because we want to hire just six new handymen. It’s measurable because we know how many new employees we need to hire and by when. The goal is achievable because assuming we’re not setting this goal a week before the end of Q2, then we should have plenty of time and resources to complete it. This goal is relevant to our current business goals, and it is timely because we should have ample time to complete it.
This system can be applied to any aspect of a business, but for our series on recruiting we wanted to show you how to set goals for your recruitment strategy using this system. By planning actionable goals, you can stay ahead of your competition and keep your teams focused. Soon you’ll find that your business will be completing goals left and right!