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Setting Recruitment Goals for the Year Ahead
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Posted in Employers, Recruitment on Jan 06, 2025 by Keeley Edge
The start of a new year is the perfect time for SMEs and non-profits to reflect, refocus, and set clear goals for the year ahead. Recruitment is no different. Whether you’re expanding your team, replacing a key role, or simply future proofing your organisation, having well-defined recruitment goals can save time, money, and energy while ensuring you bring the right people into your organisation.
Here’s how you can set effective recruitment goals for the year ahead:
1. Evaluate Last Year’s Recruitment Outcomes
Before you set new goals, take stock of what worked and what didn’t last year:
- How long did it take to hire for key roles?
- Were your hires successful and engaged?
- Did you face challenges, such as skill shortages or turnover?
Collect data where possible (e.g., time-to-hire, retention rates) and gather feedback from hiring managers and team members. This will help you understand gaps in your recruitment process and build on what’s working.
2. Align Recruitment Goals with Your Organisation’s Objectives
SMEs and non-profits often operate with limited resources, so recruitment goals must directly align with broader organisational objectives:
- Are you planning to scale up operations this year?
- Do you need new skills to support growth, such as digital transformation or fundraising?
- Are you focused on improving team culture and retention?
Defining these priorities ensures that every hire contributes to your organisation’s success.
3. Set SMART Recruitment Goals
To keep goals actionable, use the SMART framework: Specific, Measurable, Achievable, Relevant, and Time-Bound. Examples include:
- Reduce time-to-hire for key roles from 6 weeks to 4 weeks by Q2.
- Hire 2 new team members in the marketing and finance departments by June.
- Improve employee retention by enhancing onboarding processes in Q1.
By setting clear, measurable targets, you can track progress throughout the year.
4. Identify Skill Gaps and Workforce Needs
As your organisation evolves, so will the skills you need. Conduct a skills audit to identify gaps within your current team:
- Are you missing technical skills like data analysis or IT?
- Do you need leadership capabilities to guide future growth?
Prioritise hiring for these gaps to strengthen your team and remain competitive.
5. Refine Your Recruitment Processes
Streamlining your hiring process can help you attract top talent quickly:
- Simplify job descriptions to focus on key responsibilities and skills.
- Improve candidate experience with clear communication and timely feedback.
- Use technology or applicant tracking systems to manage applications efficiently.
For SMEs and non-profits, a refined process can reduce the cost of recruitment and ensure you don’t miss out on the best candidates.
6. Plan for Employer Branding
A strong employer brand helps attract candidates who align with your values and mission—a particular advantage for non-profits. Highlight what makes your organisation unique:
- Showcase your culture, purpose, and employee success stories.
- Use social media, your website, and job ads to communicate your mission effectively.
Even without a large recruitment budget, telling your story can help you stand out.
7. Build a Talent Pipeline for the Future
Proactive recruitment isn’t just about filling current roles. Start building relationships with potential candidates now:
- Engage with talent through networking, events, and social media.
- Maintain a database of strong applicants for future opportunities.
- Partner with universities, volunteer groups, or local initiatives to access emerging talent.
This pipeline can save time when you need to hire quickly.
8. Incorporate Diversity, Equity, and Inclusion (DEI) Goals
Hiring diverse talent improves creativity, innovation, and team performance. Set goals to:
- Remove bias from job ads and interview processes.
- Ensure diverse representation in candidate shortlists.
- Foster an inclusive culture where everyone feels valued.
By prioritising DEI, you create a stronger, more dynamic team.
9. Monitor Progress Throughout the Year
Recruitment goals shouldn’t sit on a shelf. Regularly review your progress:
- Are you meeting hiring timelines?
- Are your hires contributing effectively to the team?
- Do any processes or strategies need adjusting?
Ongoing reflection ensures you stay on track and can adapt as needed.
Final Thoughts
The new year offers an opportunity to approach recruitment with fresh energy and intention. By setting clear, measurable goals and aligning your efforts with your organisational mission, you can find the right talent to take your SME or non-profit to the next level.
