Setting goals for your recruiting program can feel like a fairytale—many of us tend to set goals that are too big or too small, struggling to find those that are just right. Like Goldilocks, the key is experimenting until you find the perfect fit.
Documenting your goals and the steps to achieve them helps you track progress and understand what drives results. When it’s time to set new goals, you’ll have a roadmap based on real outcomes—not guesswork.
Here are some example goals we see customers set, along with ideas for how using certain Recruiter features can help you accomplish them:
Reduce time-to-fill by 10% using AI-Assisted Projects to streamline sourcing and prioritization.
Boost InMail response rates by 5% by setting follow-up reminders for unresponsive candidates to avoid those missed connections.
Increase the number of qualified candidates per role by 20% by using Recruiter’s “Similar Candidates” feature to expand sourcing beyond your initial search criteria, without sacrificing relevance.
Remember, Goldilocks didn’t find the perfect porridge on her first try—she got there by exploring. The same goes for goal setting: experiment, learn, and refine.
What are some of your current recruiting goals, and how are you using Recruiter to reach them?
Moving forward, I wonder if you could track the source of your candidates (found via search, found via recommendations, external applicant, etc.) and see if the sourcing method has any correlation with acceptance rate and retention rate.