How Do I Conduct a Fair Appraisal for a Technical Recruiter in a Software Company?

Hi,

I am looking for advice from my seniors. I am working as a senior manager in HR and Administration. I have two members junior to me in HR, one as a technical recruiter, and another as an HR generalist. In the Admin team, there are three members: one Manager in Admin, one receptionist, and an office boy.

Although I am the process owner of HR, I have never been reviewed for my work by my seniors. I am able to guide other employees in my company on how to conduct performance appraisals, and they have been successfully doing so. Now, I have to conduct the review of my juniors, especially the technical recruiter.

Our company is in software development, and recruitment is not a full-time job where we have any recruitment targets set.

Can any of the senior HR professionals guide me on how to conduct the appraisal of a technical recruiter?

Please treat this as most urgent.

Warm regards,
Nishi:icon1:

Dear Ms. Nishi,

As desired by you, I can set Key Result Areas (KRAs) for your subordinates as follows:

1. Internal Business Process
a. Liaison with Government Officials & handling of outside agencies.
b. Statutory compliance returns to be submitted on time.

2. Recruitment
3. Training
4. Self and People Development
5. Cost Management
6. Office Management
7. Safety
8. Procurement
9. Corporate Social Responsibility (CSR)
10. Planning for the future.

I believe this may be of assistance to you.

Regards,
Nishi Kant