KRA for recruiters

sairasss · #1 23-08-2007, 01:09 AM

Hi

Can you please send me the KRA's for the recruiters in an HR consulting firm.its urgent pls let me know soon

Thank you.

sairasss · #2 14-12-2007, 04:19 PM

so many views...no reply..guys pls let me know

sairasss · #3 14-12-2007, 04:19 PM

so many views...no reply..guys pls let me know

thiruhrd · #4 14-12-2007, 04:35 PM

Some KRA's of a recruiter

Screening the profiles

conducting the preliminary interviews

Selecting the right candidate profiles before forwarding to clients

Background checking

Avoiding the duplication etc.

Regards

Thiru

anu_1259 · #5 14-12-2007, 04:39 PM

Hi

some of the basic KRAs or function of recruiter in a consultancy are as follows:

„« Able to handle the end-to-end recruitment process
„« Monitoring the vacancy need for the client organization
„« Identifying and sourcing the right candidate to match the suitable opening in the organization
„« Utilize and manage maximum sources like agencies, job portals and employee referrals for the current and future openings.
„« Conducting preliminary interviews with the candidates and shortlisting candidates for the final interview with the company.
„« Coordinating and scheduling final interview of the candidate with the client company
„« Follow up with both the candidate and company
„« Doing verification and other formalities before the joining of the candidates.
„« Maintaining HRIS on weekly, monthly, basis

regards
anuradha

Kalyan R · #6 14-12-2007, 04:49 PM

Some KRAs of Recruiter are:

a) Hit Ratio (No of candidates offered/No of sourced)
b) Response Time - 100% adherence (Providing the human resource on time)
c) Value Addition done during the year
(1) Administering psychometric tests for employer
(2) Reducing low value adding processes to minimise lead time.
(3) JDs for all positions
d) Bench marking Hiring cost per employee (to be competitive)
e) Head Hunting - No of poaching (senior level)
f) % of growth over previous year

Thanks & Regards

Kalyan R

919840942232

Kalyan R · #7 14-12-2007, 05:03 PM

Hi Anu

The KRAs should be specific and measurable. Hence we need not take all the responsibilities of Recruiter as his KRAs. Every KRA must have some Unit of Measurement (UOM). Clearly defined KRAs will make the Appraisal process smooth and effective.

Hope you will agree with me.

Thanks & Regards

Kalyan R

919840942232

devnandha · #8 16-12-2007, 09:57 PM

Hi there,

KRA and SMR corelated to each other, Here i feel that many of colleague have listed down KRAs where as SMR could be described as follow :

1. Short-listing Ratio: 80%
2. Interview ratio: 80- 95%
3. Success Ratio: 50%
4. Each Month, Quarte minimun business volumn decided by higher management.
5. No. of recruitment position handled in month.
6. Business volumn from each client.

Hope this will give you insight into diff between KRA and SMR...

Thanks & Regards,

DN

devnandha · #9 16-12-2007, 09:58 PM

Hi there,

KRA and SMR corelated to each other but with difference, Here i feel that many of colleague have listed down KRAs where as SMR could be different as described below :

1. Short-listing Ratio: 80%
2. Interview ratio: 80- 95%
3. Success Ratio: 50%
4. Each Month or Quartely minimun business volumn decided by higher management.
5. No. of recruitment position handled in month.
6. Business volumn from each client.

Hope this will give you insight into diff between KRA and SMR.........

Thanks & Regards,

DN

anu_1259 · #10 17-12-2007, 10:59 AM

Thanks Kalyan for enhancing my knowledge.

I agree with you and also thank u for making me realize my mistake.

regards
anuradha