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.
From India, Hyderabad
Acknowledge(0)
Amend(0)
From India, Hyderabad
Acknowledge(0)Amend(0)
Some KRAs of a recruiter include screening the profiles, conducting preliminary interviews, selecting the right candidate profiles before forwarding to clients, background checking, and avoiding duplication.
Regards,
Thiru
From Germany, Herzogenaurach
Acknowledge(0)Amend(0)
Regards,
Thiru
From Germany, Herzogenaurach
Acknowledge(0)Amend(0)
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
From India, Delhi
Acknowledge(0)Amend(0)
65some 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
From India, Delhi
Acknowledge(0)Amend(0)
Some Key Result Areas (KRAs) of a Recruiter include:
a) Hit Ratio (Number of candidates offered/Number of sourced)
b) Response Time - 100% adherence (Providing human resources on time)
c) Value Addition done during the year
(1) Administering psychometric tests for employers
(2) Reducing low-value adding processes to minimize lead time.
(3) Job Descriptions for all positions
d) Benchmarking Hiring cost per employee (to stay competitive)
e) Headhunting - Number of poachings (senior level)
f) Percentage of growth over the previous year
Thanks & Regards,
Kalyan R
919840942232
From India, Madras
Acknowledge(0)Amend(0)
a) Hit Ratio (Number of candidates offered/Number of sourced)
b) Response Time - 100% adherence (Providing human resources on time)
c) Value Addition done during the year
(1) Administering psychometric tests for employers
(2) Reducing low-value adding processes to minimize lead time.
(3) Job Descriptions for all positions
d) Benchmarking Hiring cost per employee (to stay competitive)
e) Headhunting - Number of poachings (senior level)
f) Percentage of growth over the previous year
Thanks & Regards,
Kalyan R
919840942232
From India, Madras
Acknowledge(0)Amend(0)
Hi Anu,
The KRAs should be specific and measurable. Hence, we need not take all the responsibilities of a 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
From India, Madras
Acknowledge(0)Amend(0)
The KRAs should be specific and measurable. Hence, we need not take all the responsibilities of a 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
From India, Madras
Acknowledge(0)Amend(0)
Hi there,
KRA and SMR are correlated to each other. Here, I feel that many colleagues have listed down KRAs, whereas SMR could be described as follows:
1. Short-listing Ratio: 80%
2. Interview Ratio: 80-95%
3. Success Ratio: 50%
4. Each month, the minimum business volume is decided by higher management.
5. Number of recruitment positions handled in a month.
6. Business volume from each client.
I hope this will give you insight into the difference between KRA and SMR.
Thanks & Regards,
DN
From Singapore, Singapore
Acknowledge(0)Amend(0)
KRA and SMR are correlated to each other. Here, I feel that many colleagues have listed down KRAs, whereas SMR could be described as follows:
1. Short-listing Ratio: 80%
2. Interview Ratio: 80-95%
3. Success Ratio: 50%
4. Each month, the minimum business volume is decided by higher management.
5. Number of recruitment positions handled in a month.
6. Business volume from each client.
I hope this will give you insight into the difference between KRA and SMR.
Thanks & Regards,
DN
From Singapore, Singapore
Acknowledge(0)Amend(0)
Hi there,
KRA and SMR are correlated to each other but with differences. Here, I feel that many colleagues have listed down KRAs, whereas SMRs could be different as described below:
1. Short-listing Ratio: 80%
2. Interview Ratio: 80-95%
3. Success Ratio: 50%
4. Each month or quarterly minimum business volume decided by higher management.
5. Number of recruitment positions handled in a month.
6. Business volume from each client.
I hope this will give you insight into the difference between KRA and SMR.
Thanks & Regards,
DN
From Singapore, Singapore
Acknowledge(0)Amend(0)
KRA and SMR are correlated to each other but with differences. Here, I feel that many colleagues have listed down KRAs, whereas SMRs could be different as described below:
1. Short-listing Ratio: 80%
2. Interview Ratio: 80-95%
3. Success Ratio: 50%
4. Each month or quarterly minimum business volume decided by higher management.
5. Number of recruitment positions handled in a month.
6. Business volume from each client.
I hope this will give you insight into the difference between KRA and SMR.
Thanks & Regards,
DN
From Singapore, Singapore
Acknowledge(0)Amend(0)Looking for something specific? - Join & Be Part Of Our Community and get connected with the right people who can help. Our AI-powered platform provides real-time fact-checking, peer-reviewed insights, and a vast historical knowledge base to support your search.
KRA and Performance Management Policy.doc