It’s hard to believe that another year has gone by already. But it’s a brand new year, and 2022 is full of promise. Companies are recovering from several challenging years for sure. But the future looks extremely promising!
Workforces are growing steadily again, and workforce management teams will be extremely busy this year.
So it’s time to set some goals. And for hiring managers and human resources professionals, the SMART framework might be just what you’re looking for.
It’s also a smart idea to have a trusted partner with a comprehensive understanding of your business, industry, and hiring needs.
At Patel Consultants, we specialize in a wide range of custom Recruiting and Staffing Solutions for companies just like yours. We probably have great candidates looking for great employers like you right now. We can help you with all of your recruiting and staffing needs—from direct-hire to contract workers, temp-to-hire, and everything in between. Call us today at 908-964-7575.
So what exactly is SMART goal setting, and how do you use it?
Its criteria (SMART) are commonly attributed to Peter Drucker’s Management by Objectives concept. The first known use of the term occurs in the November 1981 issue of Management Review by George T. Doran. Since then, Professor Robert S. Rubin (Saint Louis University) wrote about SMART in an article for The Society for Industrial and Organizational Psychology. He stated that SMART has come to mean different things to different people, as shown below.
To make sure your goals are clear and reachable, each one should be:
Specific (simple, sensible, significant).
Measurable (meaningful, motivating).
Achievable (agreed, attainable).
Relevant (reasonable, realistic and resourced, results-based).
Time-bound (time-based, time-limited, time/cost limited, timely, time-sensitive).
When you look at the SMART framework, it seems logical and straightforward. And it’s meant to be that way. This post will look at each element of the SMART framework and offer some simple, concise suggestions to use it effectively.
So how do you use the SMART goal framework?
Be ultra-specific with your goals, especially when you first get started.
By definition, specific goals can be clearly articulated and measured. You can start to see the cascading effect of SMART goal-setting. A detailed, meticulously described goal is also measurable by definition.
Use measurable language in your goal setting.
Human nature is to be structured and quantified. And in the human resources profession, we are really in the business of human nature. So set your goals with hard numbers and hard dates. If you were ultra-specific with your goal description in step one, this part should be easy.
Is your goal achievable in the time you’ve allocated?
This step will give you a chance to adjust. You might need to break your overall goal into smaller, actionable steps. This step will also allow you to reexamine any dependencies that might be out of your direct control.
Is your goal relevant to the entire corporate ecosystem?
Ask yourself if you’ve chosen the right goal at the right time. Does this goal have significant relevance to the company’s overall success and your team’s short and long-term objectives?
If not, for example, if the goal is more personal than corporate, you may need to go back to the beginning and reprioritize a bit.
Ensure the attainment of your goals with tight timelines—and stay on track daily.
By chopping your goals up into small, clearly defined, bite-sized pieces, you should be able to hit the timelines you’ve set for completion. And this part is crucial. SMART goal-setting is an iterative process. You will get better as you continue to use the framework.
Remember, though, hitting the timelines is your number one objective. So keep adjusting the process until you are consistently hitting your timelines.
We Can Help You With Your SMART Goals
An excellent recruiting firm can help you set and meet your SMART hiring and workforce management goals.
The recruitment team at Patel is highly tenured, trained, and experienced in competitive sourcing (passive candidates), reference recruiting, and networking. Our extensive ability to identify, qualify, attract, and represent top talent is the number one reason our clients choose us as their strategic recruiting and staffing partner.
When we place a candidate for one of our clients—whether it’s a direct-hire, temporary, temp-to-hire, or contract position, we are meticulous about placing the perfect candidate.
Are you a hiring manager or human resources professional with a job search, or searches, underway? Are you looking for workforce management solutions?
Maybe you just have some questions about how we can help you with your staffing needs?
At Patel Consultants, we help clients just like you find that perfect candidate every day!