Talent Acquisition Manager Goal Examples

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Manage and optimize the organization's Applicant Tracking System (ATS)

The ATS is a critical system for tracking and managing the recruitment process. The goal of this objective is to manage and optimize the ATS so that it's effective and efficient.

• Evaluate the current ATS and share set of 5 recommendations for improvement
• Conduct training with people managers on how to use the current ATS
• Conduct 3 monthly ATS audits this quarter to ensure data accuracy and compliance

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Improve our talent acquisition strategy

Our talent acquisition strategy is the backbone of our ability to find and hire the best talent. By continuously improving our strategy, we can ensure we're always finding the best candidates and bringing them on board quickly and efficiently.

• Improve candidate offer acceptance rate by 10% within 6 months
• Research new talent acquisition methods and implement 3 new ones by end of this quarter
• Create a dashboard to track key performance indicators for talent acquisition

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Analyze hiring needs and provide employee hiring forecast

In order to ensure our company has the right number of employees with the right skills in the right places at the right times, we need to analyze our hiring needs and provide an employee hiring forecast.

• Analyze past hiring data and share hiring trends during next all-hands meeting
• Use data analysis to develop a hiring forecast for the next twelve months
• Recommend 3 new strategies to meet hiring needs based on forecast

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Create scalable and inclusive sourcing strategies to find excellent candidates

In order to find the best talent, we need to have a well-defined sourcing strategy that can be scaled up or down depending on the number of open positions. We also need to make sure that our strategy is inclusive and takes into account the needs of all potential candidates.

• Track the number of candidates sourced through each new strategy and analyze results to determine which strategies are most successful
• Increase the number of minority candidates that are sourced and interviewed for open positions by 30% in the next 3 months
• Streamline the recruitment process to reduce the average time to fill open positions by 10 days