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 recruitment goals for recruiters. With so many moving parts in the recruitment 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.
Start with the “What.” What do you want to achieve this year in talent acquisition?
Your recruitment goals should be outcome-focused. Examples might include:
Each target should align with broader business needs and reflect your company culture. Vague goals like “hire better people” won’t help. Instead, focus on targets that allow for tracking progress and demonstrating ROI.
Knowing why a goal exists keeps your team motivated and focused. Ask:
For example, you might want to hire faster to prevent operational disruption, or lower turnover rate by improving role fit. Understanding the “why” helps both recruitment teams and stakeholders stay aligned.
Setting goals without a timeframe weakens accountability. Define clear deadlines and check-in points:
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.
Once you know what and why, focus on how you’ll get there. Your recruitment strategy should address:
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.
Knowing where to focus is just as important as knowing how. This applies to:
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.
Successful recruitment requires collaboration between recruiters and the hiring manager. Define who is responsible for each part of the process:
Without clear ownership, recruitment slows down. Clear roles support accountability, reduce duplication and help deliver a better candidate experience.
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:
This data supports decision-making and helps identify issues early. If you’re not hitting targets, revisit the original six questions to adjust.
To bring it all together, here are examples of smart recruitment goals you might set:
Each of these is clear, measurable, and aligned with wider business needs.
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
