Do you set hiring goals for your team?

As a staffing firm, Chameleon Technologies set goals and key performance indicators for our salespeople and recruiters to make sure that their performance is up to par and to keep them encouraged and motivated. But, goals do so much more than that!

First thing’s first. Data. 

Any goal you make or targets you set, has to be based on the data you have. Why? So that your goals are realistic and attainable.

Remember what you learned in high school? You want SMART goals. These are goals that are specific, measurable, achievable, relevant and time-based goals. These goals you make for your staffing business needs to be based on what your team can actually produce. 

Here are some steps to consider when making and setting goals:

  1. Use the data to acknowledge and see what is possible for your team. Make sure it’s realistic. 
  2. To achieve team goals, you have to know what your team can do and its capacity. You have to consider the supply and demand for talent in your area, the size of your team, the success of your company as a recruiting firm. All these factors need to be taken into consideration. You should identify your bottlenecks and remove any constraints so that your team is working to their optimal potential. This means not having your recruiter’s format resume or scheduling interviews. By removing the constraints, you open your team to do better work, not more work. 
  3. Individual tasks and goals are better than year-end goals. Track your team’s process and productivity by shifting your focus on individual tasks. Focus on the tasks that help you achieve your goals. The steps that will seal the deal or in our case, get the qualified candidate working at our client’s office. If your team is focused on performing their daily tasks, they will eventually find themselves working towards the same end-goal. Make these steps, measurable. You want to be able to track what your team is doing. 
  4. Objectives and key results is a framework for defining and tracking objectives and their outcomes; they are also known as OKRs. If you collect individual OKRs for your team goals and make them public for everyone in the office to see, you hold your team accountable to their objectives. This will motivate your team and allow you to collect data from the key results, which holds you accountable for utilizing your data. 

Doing what you told yourself you’re going to do is a lot harder than actually doing it, which is why you and your team want to be SMART about your goals but also stretch a bit so that you can excel as a firm. 

It might be difficult at first but once they achieve their first goals then they will be motivated to keep pushing themselves and soon enough, you will see an improvement in their performance and your overall business.

This blog post was inspired by Glen Cathy.

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