Setting Smart Recruitment Goals for the Year Ahead

I Keep Six Honest Serving Men by Rudyard Kipling

I keep six honest serving-men
(They taught me all I knew);
Their names are What and Why and When
And How and Where and Who.
I send them over land and sea,
I send them east and west;
But after they have worked for me,
I give them all a rest.

You can use Rudyard Kipling’s six questions as a framework for setting effective goals for recruiters. With so many moving parts in the hiring process, asking the right questions helps you set smart recruitment goals that are specific, measurable, achievable, relevant and time bound.

Let’s break it down.

What: Define Your Recruitment Goals Clearly

Start with the “What.” What do you want to achieve this year?

Your recruitment goals should be outcome-focused. Examples might include:

• Reducing your cost per hire
• Improving the quality of qualified candidates
• Increasing offer acceptance rates
• Enhancing job descriptions to attract better applicants
• Growing candidate pools in specific sectors or locations

Each target should align with broader business needs. Vague goals like “hire better people” won’t help. Instead, focus on targets that allow for tracking progress and demonstrating ROI.

Why: Understand the Purpose Behind the Goal

Knowing why a goal exists keeps your team motivated and focused. Ask:

• Why do we need to reduce time to fill?
• Why should we focus on improving candidate quality?
• Why does this metric matter to the business?

For example, you might want to hire faster to prevent operational disruption, or lower turnover rate by improving role fit. Understanding the “why” helps prioritise and justify your hiring objectives.

When: Set Timelines to Stay on Track

Setting goals without a timeframe weakens accountability. Define clear deadlines and check-in points:

• When will we have all job descriptions reviewed and updated?
• When should we complete hiring for key roles?
• When will we assess progress?

Include both long-term goals and short-term checkpoints. For example, you might aim to fill five key positions by Q2, or complete a diversity hiring audit by the end of March. These timelines help with tracking progress and course-correcting when needed.

How: Plan Your Strategy

Once you know what and why, focus on how you’ll get there. Your recruitment strategy should address:

• Sourcing channels: internal referrals, job boards, LinkedIn, etc.
• Tools and tech: ATS systems, automation, interview scheduling
• Process optimisation: streamline to improve candidate experience
• Employer brand: consistent messaging and tone of voice
• Budgeting and spend tracking to keep cost per hire down

This is where tactics meet action. Think about how you will attract qualified candidates, where bottlenecks exist, and how to remove friction from the process.

Where: Focus Your Efforts

Knowing where to focus is just as important as knowing how. This applies to:

• Job markets: Are you recruiting locally or nationally?
• Candidate demographics: Are you missing talent pools due to bias or reach?
• Business units: Are some teams under-resourced?

Tailor your approach by location, sector or skill set. For example, a strategy that works well for tech roles in London may not work for manufacturing hires in the North West. Customisation drives results.

Who: Clarify Roles and Responsibilities

Successful recruitment requires collaboration. Define who is responsible for each part of the process:

• Who owns sourcing?
• Who reviews CVs?
• Who manages interviews and feedback?
• Who updates the candidate?

Without clear ownership, recruitment slows down. Clear roles support accountability, reduce duplication and help deliver a better candidate experience.

How to Measure Progress and Adjust Goals

Setting goals is not a once-a-year task. You need regular review points to keep things relevant. Use metrics to assess how well you’re doing. These might include:

• Time to fill
• Cost per hire
• Offer acceptance rate
• Application-to-interview ratio
• Turnover rate within 6 months
• Candidate NPS or feedback scores

This data supports decision-making and helps identify issues early. If you’re not hitting targets, revisit the original six questions to adjust.

Examples of Smart Recruitment Goals

To bring it all together, here are examples of smart recruitment goals you might set:

• Reduce average time to fill from 45 days to 30 by Q3 through process automation and early pipeline building.
• Lower cost per hire by 20 percent through improved sourcing channels and higher use of internal referrals.
• Improve candidate experience by introducing automated feedback emails and simplifying the application process by end of Q1.
• Increase the percentage of qualified candidates reaching final interview stage from 40 percent to 60 percent by July through more targeted job ads and refined screening.

Each of these is clear, measurable, and aligned with wider business needs.

Final Thought

Recruitment is not just about filling seats. It’s about building a sustainable, effective workforce that supports your company’s goals. Using Kipling’s questions to shape your thinking brings structure and clarity to your recruitment planning.

Set goals that are specific, measurable, achievable, relevant and time bound. Keep tracking your progress, stay responsive to change, and never lose sight of the candidate.

If you need help reviewing your recruitment strategy or setting goals that actually drive results, speak to one of our consultants today.

Call: UK +44 1606 212020 / Germany +49 8954 195 924

Email: info@delverec.com

Take some time to reflect on 2023 and set your goals for the year ahead

Career self-evaluation is something we should all consider at this time of year. Taking a step back to reflect on the year can provide some excellent insights and be essential when updating and planning for your future goals. 

We have put together a list of key questions to consider as part of your self-assessment, they will help you to make informed decisions about your career path and professional development.

Accomplishments and contributions

• What were my key achievements and contributions to projects or initiatives?
• Did I meet or exceed the goals and targets set at the beginning of the year?

Learning and development

• What new skills or knowledge did I acquire during the year?
• Did I participate in any training programs or professional development opportunities?

Challenges and solutions

• What were the major challenges I faced, and how did I overcome them?
• Did I seek help or collaborate effectively with colleagues to address challenges?

Team collaboration

• How well did I collaborate with team members and other departments?
• Were there instances where I provided support or received support from colleagues?

Feedback and recognition

• Did I seek feedback from supervisors, colleagues, or clients?
• Was I recognised for my contributions, and if not, how can I better highlight my achievements?

Work-life balance

• How would I rate my work-life balance throughout the year?
• Did I take enough breaks and vacations to recharge?

Career goals and aspirations

• Did I accomplish the career goals I set at the beginning of the year?
• Are my long-term career aspirations still aligned with my current role and organisation?

Professional relationships

• How have my relationships with colleagues, supervisors, and direct reports evolved?
• Are there relationships I need to nurture or improve?

Leadership and decision making

• Did I have opportunities to take on leadership roles or make significant decisions?
• How did I handle challenging decisions or situations?

Job satisfaction

• On a scale of 1 to 10, how satisfied am I with my current role and responsibilities?
• What aspects of my job bring me the most satisfaction, and which areas could be improved?

Career alignment

• Does my current role align with my skills, interests, and values?
• Are there areas where I feel misaligned or unfulfilled in my career?

Networking and professional visibility

• Did I engage in networking activities within and outside the organisation?
• How can I improve my professional visibility within the industry?

Future planning

• What are my career goals for the upcoming year?
• Are there specific areas for improvement or skills to develop?

Job market trends

• Have I kept myself updated on industry trends and changes in the job market?
• Are there emerging skills or areas of expertise that I should focus on?

Overall well-being

• How has my overall well-being been impacted by my career this year?
• What steps can I take to enhance my well-being in the coming year?

Set yourself professional goals for the year ahead

Take some time to consider these questions and set yourself some professional goals for the year ahead. After the holidays is the perfect time to start taking action on your goals. You’ll be refreshed from your break and motivated to make change.

If after your time reflecting you decide it’s time for a career change, Delve are here to support your career aspirations.

Call: UK +44 1606 212020 / Germany +49 8954 195 924

Email: info@delverec.com

Season’s Greetings from Delve Search 

The team at Delve Search wish you a very Merry Christmas and a Happy New Year! This year we are donating to our local toy appeal instead of sending Christmas cards. It also helps to reduce our carbon footprint. We look forward to working with you in 2024!