S.M.A.R.T,Description,Example,Key Question
Specific,Goals should be clear and specific to focus your efforts and clearly define what you are going to do.,Place 5 software engineers in tech companies this quarter.,What exactly do I want to accomplish in my recruiting efforts?
Measurable,Goals should have concrete criteria for measuring progress and completion.,Receive feedback from 90% of all candidates post-interview within the next month.,How will I measure the success of my recruitment activities?
Achievable,Goals should be attainable and not impossible to achieve.,Expand recruitment services to two new industries within the next six months.,Is the goal realistic and achievable for me as a recruiter?
Relevant,Goals should matter to your business and address a core initiative.,Increase candidate placement retention rates by 15% by the end of the year.,Is this goal aligned with the broader objectives of my recruitment firm?
Time-bound,"Goals need a clearly defined timeline, including a starting date and a target date.",Sign contracts with three new corporate clients for recruitment services by Q2.,When does this goal need to be achieved within the recruitment cycle?