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glsharada.hr@gmail.com
Dear Team, Kindly need to define KRA’s and KPI’s for Talent Acquisition Executive (Freshers). Kindly help me in defining the same. Regards, Sharada K.
From India, Thane
raghunath_bv
149

Dear Sharada,

Key Result Areas (KRAs) and Key Performance Indicators (KPIs) are essential elements in assessing the performance of a Talent Acquisition Executive, especially for someone in a fresher role. Here's a breakdown:

Key Result Areas (KRAs):

Sourcing Strategy:

Develop and implement effective sourcing strategies to attract high-quality candidates.
Utilize various channels such as job boards, social media, and professional networks to identify potential candidates.
Candidate Screening:

Conduct initial resume screening to identify suitable candidates for open positions.
Ensure timely and effective communication with candidates throughout the recruitment process.
Interview Process:

Coordinate and schedule interviews between candidates and hiring managers.
Gather feedback from interviewers and ensure a smooth interview process for both candidates and hiring teams.
Talent Pipeline:

Build and maintain a talent pipeline for future hiring needs.
Proactively engage with potential candidates to create a network of qualified professionals.
Employer Branding:

Contribute to the enhancement of the employer brand by promoting a positive candidate experience.
Develop and implement strategies to improve the organization's visibility and attractiveness to potential candidates.
Data Management:

Maintain accurate and up-to-date candidate records in the Applicant Tracking System (ATS).
Generate regular reports on recruitment metrics to evaluate the effectiveness of sourcing and screening efforts.
Key Performance Indicators (KPIs):

Time-to-Fill:

Measure the time taken to fill vacant positions from the initiation of the recruitment process.
Sourcing Efficiency:

Track the percentage of successful hires from different sourcing channels to optimize resource allocation.
Interview-to-Offer Ratio:

Evaluate the efficiency of the interview process by monitoring the ratio of interviews conducted to offers extended.
Candidate Satisfaction:

Implement candidate feedback surveys and measure satisfaction levels to enhance the overall candidate experience.
Quality of Hire:

Assess the performance and success of new hires to ensure they meet or exceed job expectations.
Talent Pool Growth:

Monitor the expansion of the talent pipeline by tracking the growth in the number of engaged and qualified candidates.
Diversity Hiring:

Set goals and measure the success of diversity hiring initiatives to promote a diverse and inclusive workforce.
ATS Utilization:

Ensure a high level of engagement and accuracy in using the Applicant Tracking System for recruitment activities.
By defining clear KRAs and KPIs, you provide a road map for the Talent Acquisition Executive to contribute effectively to the organization's recruitment goals while continually improving their performance.
All the best,
Regards,

From India, Bangalore
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