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
From India, Hyderabad
Some KRA's of a recruiter
Screening the profiles
conducting the preliminary interviews
Selecting the right candidate profiles before forwarding to clients
Background checking
Avoiding the duplication etc.
Regards
Thiru
From Germany, Herzogenaurach
Screening the profiles
conducting the preliminary interviews
Selecting the right candidate profiles before forwarding to clients
Background checking
Avoiding the duplication etc.
Regards
Thiru
From Germany, Herzogenaurach
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
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
Some KRAs of Recruiter are:
a) Hit Ratio (No of candidates offered/No of sourced)
b) Response Time - 100% adherence (Providing the human resource on time)
c) Value Addition done during the year
(1) Administering psychometric tests for employer
(2) Reducing low value adding processes to minimise lead time.
(3) JDs for all positions
d) Bench marking Hiring cost per employee (to be competitive)
e) Head Hunting - No of poaching (senior level)
f) % of growth over previous year
Thanks & Regards
Kalyan R
919840942232
From India, Madras
a) Hit Ratio (No of candidates offered/No of sourced)
b) Response Time - 100% adherence (Providing the human resource on time)
c) Value Addition done during the year
(1) Administering psychometric tests for employer
(2) Reducing low value adding processes to minimise lead time.
(3) JDs for all positions
d) Bench marking Hiring cost per employee (to be competitive)
e) Head Hunting - No of poaching (senior level)
f) % of growth over previous year
Thanks & Regards
Kalyan R
919840942232
From India, Madras
Hi Anu
The KRAs should be specific and measurable. Hence we need not take all the responsibilities of 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
The KRAs should be specific and measurable. Hence we need not take all the responsibilities of 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
Hi there,
KRA and SMR corelated to each other, Here i feel that many of colleague have listed down KRAs where as SMR could be described as follow :
1. Short-listing Ratio: 80%
2. Interview ratio: 80- 95%
3. Success Ratio: 50%
4. Each Month, Quarte minimun business volumn decided by higher management.
5. No. of recruitment position handled in month.
6. Business volumn from each client.
Hope this will give you insight into diff between KRA and SMR...
Thanks & Regards,
DN
From Singapore, Singapore
KRA and SMR corelated to each other, Here i feel that many of colleague have listed down KRAs where as SMR could be described as follow :
1. Short-listing Ratio: 80%
2. Interview ratio: 80- 95%
3. Success Ratio: 50%
4. Each Month, Quarte minimun business volumn decided by higher management.
5. No. of recruitment position handled in month.
6. Business volumn from each client.
Hope this will give you insight into diff between KRA and SMR...
Thanks & Regards,
DN
From Singapore, Singapore
Hi there,
KRA and SMR corelated to each other but with difference, Here i feel that many of colleague have listed down KRAs where as SMR could be different as described below :
1. Short-listing Ratio: 80%
2. Interview ratio: 80- 95%
3. Success Ratio: 50%
4. Each Month or Quartely minimun business volumn decided by higher management.
5. No. of recruitment position handled in month.
6. Business volumn from each client.
Hope this will give you insight into diff between KRA and SMR.........
Thanks & Regards,
DN
From Singapore, Singapore
KRA and SMR corelated to each other but with difference, Here i feel that many of colleague have listed down KRAs where as SMR could be different as described below :
1. Short-listing Ratio: 80%
2. Interview ratio: 80- 95%
3. Success Ratio: 50%
4. Each Month or Quartely minimun business volumn decided by higher management.
5. No. of recruitment position handled in month.
6. Business volumn from each client.
Hope this will give you insight into diff between KRA and SMR.........
Thanks & Regards,
DN
From Singapore, Singapore
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