How to write a recruiter performance review? + 32 FREE templates

Writing a recruiter performance review is an opportunity to highlight achievements, encourage growth, and set the stage for future success. 

A well-structured review can boost motivation, strengthen team performance, and ensure that your recruiters are consistently meeting their goals. 

In this blog, we’ll guide you through the process of crafting reviews that inspire excellence and support ongoing development in your recruitment team.

Oh, and we have 32 FREE performance review templates that you can STEAL! 

What is a recruiter performance review?

A performance review is a formal assessment of an employee’s work performance, typically conducted by their manager or supervisor. 

It evaluates the employee’s strengths, areas for improvement, accomplishments, and overall contributions to the company. The goal is to provide constructive feedback, set future goals, and support the employee’s professional growth.

A recruiter performance review specifically assesses how well a recruiter is performing their job, 

During the process, various aspects of their job are examined. 

These can include the number and quality of candidates sourced, the success rate of placements, the satisfaction levels of hiring managers and candidates, and the recruiter’s ability to maintain a robust talent pipeline.

The performance review can be conducted through different methods, such as self-assessments, manager assessments, peer reviews, and applicant feedback.

How to write a good performance review? 

To ensure a productive recruiter performance review, consider these essential strategies:

1. Utilize measurable criteria to assess performance

Using measurable metrics allows you to deliver objective feedback. This helps recruiters identify areas for improvement and address them properly.

You can use a variety of metrics to evaluate their performance, such as: 

• Candidate experience KPIs 

Assessing candidate satisfaction is crucial for understanding a recruiter’s efficiency. Good candidate experience KPIs show that the recruiter effectively communicated with the candidate, valued their time, and ensured a seamless and transparent hiring process.

This is essential in understanding the recruiter’s performance in establishing trust and upholding a positive employer brand.

• Offer acceptance rate

The offer acceptance rate indicates the recruiter’s efficiency in conducting excellent hiring drives.

A high rate suggests that they created perfect job descriptions and circulated them in the right places to attract the best candidates. Whereas a lower rate can indicate skill gaps or mindset blocks on the part of the recruiter. 

Using this metric during the performance review will help you assess the recruiter’s communication and closing skills.

2. Provide ongoing feedback

Rather than waiting for formal review periods, offer regular feedbacks.

Here are three steps that you can follow to provide valuable inputs regularly: 

i.Have regular check-ins

Don’t wait for quarterly reviews to provide feedback. Schedule regular check-ins and provide timely input. 

This will improve the outcomes for recruiters, as they will be able to implement edits on their ongoing tasks.

ii. Be specific and actionable 

Generic feedback like “there is room for improvement”  doesn’t help.

Instead, address the specific shortcomings and offer suggestions to improve them. For example, don’t say “You need to follow up more.” Instead focus on where the recruiter is lacking his/her follow-ups and provide suggestions on how that can be fixed, like  “Your response rate dropped this week—let’s try more personalized outreach via emails in the coming weeks.” 

The key is to pair every critique with a concrete next step. This will ensure that recruiters are clear on what is wrong and how to correct it.

iii. Recognize the efforts

Performance reviews and regular check-ins aren’t just about listing what’s wrong. 

You need to use them to highlight what’s working well. Whether it was executing a tough hiring drive or creating a better recruitment tech stack, don’t forget to highlight the recruiter’s efforts and success.

Even when results fall short, make sure to appreciate their leadership, innovation and hard work. This will help to maintain high morale and encourage the recruiters to take on challenging roles.

iv. Provide consistent support

Feedback should always be a two-way street.

Ask your recruiter what challenges they’re facing, what tools they need, and where they want support. Take reviews from the recruiters about the latest trends in the market and discuss how those can be implemented.

3. Encourage self-assessment

Motivate recruiters to engage in self-reflection regarding their performance. 

This will reduce micromanagement and foster personal accountability and professional development. 

Letting the recruiters identify their areas for enhancement on their own will also reduce human bias that can affect their performance feedback.

4. Leverage the right tools

To provide excellent performance reviews, you need the right tools that’ll track all the insightful data for you to evaluate.

Instead of juggling between different software integrations, use tools like Recruit CRM to track the end-to-end recruitment performance.

Its advanced automation and integrated database management and CRM features will provide you with data on placement rates, outreach response, and candidate satisfaction surveys. 

With all these tools in one place, you can evaluate the performance of recruiters and create effective performance reviews to address their areas for improvement.

Recruiter success isn’t measured solely by the volume of quality candidates they attract—there are other KPIs to consider. 

Below, we’ve categorized recruiter performance reviews into eight different areas  to help you understand better:

1. Creativity

i. Positive performance review templates

1. “(Name) consistently shows creativity in (their) recruitment strategies. In fact, (he/she) recently implemented a fantastic social media campaign to engage passive candidates. That resulted in a significant increase in quality applications.”
2. “(Name) brings a creative spark to the recruitment process. (He/She) designed an innovative interview format that impressed candidates and improved our assessment accuracy.”

ii. Constructive performance review examples

1. “(Name) is creative in many aspects of recruitment, but interview questions could use some innovation. Currently, questions seem rigid and lack spontaneity. A more interactive and flexible approach could make interviews more engaging for candidates.”
2. “(Name) is creative in recruitment, but (he/she) tends to use overly simplistic job descriptions. Enhancing these descriptions with more detail and excitement could better engage candidates and generate more interest in the roles.”

2. Communication

i. Positive performance review examples

1. “(Name) knows how to convey the message properly, making job requirements clear to candidates and keeping hiring managers updated promptly. (His/Her) communication style keeps recruitment processes smooth.”
2. “(Name) is a great communicator, building strong connections with candidates and keeping them well-informed. (He/She) also works seamlessly with team members, ensuring everyone’s in sync during recruitment.”

ii. Constructive employee performance review templates

1. “(Name) is thorough during initial interviews but sometimes spends too much time on unnecessary details, making the interview longer than needed and frustrating for candidates. Streamlining the discussion to focus on essential information will ensure a more efficient and positive candidate experience.”
2. “Overall, (Name) has good communication skills, but offering more detailed interview feedback could improve their experience and our reputation.”

3. Problem-solving 

i. Positive performance review examples

1. “(Name) excels in problem-solving, like when we needed more candidates for a key position as soon as possible. Instead of sticking to the usual methods, (he/she) used social media communities to reach specific people. This led to a successful hire, even with a tight deadline.”
2. “(Name) shows strong problem-solving skills, such as when our hiring system had technical problems. (He/She) quickly found other ways to keep things moving smoothly, coordinating with IT to fix the issue fast. We could keep hiring without any big delays.”

ii. Constructive recruiter performance review examples

1. “(Name) is good at solving problems but could improve by proactively anticipating issues before they become big. This would make recruitment smoother.”
2. “(Name) is quick to fix problems, but involving colleagues more in finding solutions could lead to even better recruitment ideas.”

4. Achieving KPIs

i. Positive performance review examples

1. “(Name) consistently achieves recruitment KPIs, such as exceeding the monthly target of candidate placements by X%. For example, last month, (he/she) successfully placed X candidates, surpassing the goal of X.”
2. “(Name) has a proven track record of achieving recruitment KPIs. (He/She) consistently meets the target of filling positions within a specified timeframe, ensuring that X% of roles are filled within the allotted time.”

ii. Constructive performance review templates

1. “(Name) consistently falls short of reaching recruitment targets, but (he/she) comes close every time. (he/she) should identify any obstacles preventing (him/her) from fully achieving these goals and work on overcoming them.”
2. “(Name) consistently hits recruitment targets, which is great. However, it seems like (he/she) doesn’t often aim to surpass them or take on bigger challenges. (He/She) should set more ambitious goals to grow even more in recruitment.”

5. Job knowledge

i. Positive recruiter performance review 

1. “(Name) knows recruitment inside out. (he/she) understands everything from finding candidates to interviewing them. (his/her) knowledge of the latest tools and technologies helps us stay efficient. Plus, (he/she) has a knack for understanding different industries and finding the right fit for our team.”
2. “(Name) is a recruitment expert. (he/she) knows how to write great job descriptions, assess candidates thoroughly, and use the right platforms to find talent. (his/her) understanding of market trends and competitor analysis helps (him/her) stay ahead in attracting top talent.”

ii. Constructive performance review examples

1. “(Name) has a good grasp of recruitment but tends to stick to familiar methods all the time without exploring new approaches. While (his/her) current strategies may be effective, expanding knowledge and skills could greatly enhance (his/her) effectiveness in finding top talent for our company.”
2. “(Name) knows how to do (his/her job), but (he/she) might benefit from broadening (his/her) understanding of different industries. Understanding what makes each sector unique could make (his/her) job even easier, and help (him/her) match candidates with the perfect roles.”

6. Management

i. Positive performance review examples

1. “(Name) is an amazing recruitment manager. (he/she) leads the team with so much positivity and support, always making sure everyone has the resources they need to succeed. (His/Her) clear direction and effective delegation have helped us achieve an X% increase in placements this quarter.”
2. “(Name) is great at managing recruitment processes. (He/She) guides the team smoothly from start to finish, ensuring everyone knows what to do and when. (His/Her) leadership creates a positive atmosphere, leading to successful hires and a happy team.”

ii. Constructive performance review examples

1. “(Name) is doing well in management, but (he/she) could strengthen communication with the team. Having more frequent chats and offering helpful feedback could make (his/her) leadership even more effective and bring the team closer together.”
2. “(Name) has a lot of potential in management, but (he/she) could work on delegating tasks more clearly. Giving everyone a clear idea of what they’re responsible for could help get things done faster.”

7. Work attitude 

i. Positive performance review examples

1. “(Name) brings a positive vibe to the team. (He/She) always tackles tasks with a smile and goes above and beyond to get things done. (His/Her) can-do attitude is infectious and really boosts team morale.”
2. “(Name) has such a great work attitude. (He/She) approaches every task with enthusiasm and never shies away from a challenge. (His/Her) upbeat energy and willingness to help wherever needed make (him/her) a real asset to the team.”

ii. Constructive performance review examples

1. “(Name) is good at getting along with everyone at work, but when things get tough, especially when (he/she) can’t find the right candidate by the deadline, (his/her) downbeat attitude brings the team’s morale down. (He/She) should work on staying positive even in bad situations.”
2. “(Name) handles pressure and deadlines well, but (he/she) struggles to accept constructive feedback. After receiving suggestions for improvement, (his/her) motivation tends to drop.”

8. Attendance

i. Positive performance review 

1. “(Name) sets a strong example of punctuality and dedication. No matter the circumstances, like bad weather or heavy workloads, (he/she) always arrives on time with a smile, showing the company’s commitment to reliability.”
2. “(Name) eagerly participates in workshops, seminars, and meetings, showing a proactive approach to professional growth. Additionally, (he/she) consistently arrives early for these events, following the organization’s attendance policies.”

ii. Constructive performance review 

1. “(Name) is diligent in recruitment tasks but sometimes misses scheduled candidate interviews. This leads candidates to send messages and emails to other team members not involved in recruitment. To avoid this, (he/she) should prioritize attending interviews and promptly communicate if they need rescheduling.”
2. “(Name) is dedicated but occasionally leaves work early without notice. This leaves tasks unfinished and causes delays. Also, being unavailable via calls or messages during this time disrupts team coordination. To improve, (he/she) should inform the team before leaving early and remain reachable during working hours.”

Feedback that’s fair and helpful is key for helping recruiters grow. Try having reviews quarterly (or even more frequently, if possible) to keep everyone in the loop. 

3 major red flags in performance review

A well-tailored performance review is crucial in improving recruiters’ performance and maintaining good company ethics.

A lack of clear, constructive feedback can lead to employee dissatisfaction and damage the work culture. 

Ensure you’re avoiding these MAJOR RED FLAGS in performance evaluations: 

1. Generic feedback 

“The employee wasn’t strategic enough” does not identify any tangible skills or mindset blocks of the recruiters. 

Words like strategic and presence hold varied meanings. Using them in performance reviews discourages recruiters from taking leadership roles. 

It puzzles them about their participation and limits the outcome of the recruitment process. 

2. Micromanagement 

Avoiding generic feedback doesn’t mean filling the performance review with micromanagement.

“The employee did not participate in the third meeting of March”  isn’t constructive or helpful.

The lack of diligence of the recruiters must be mentioned professionally, along with constructive and actionable steps on how they can improve that. 

3. Threats or reminders of job termination 

A performance review is meant to motivate the recruiters and not threaten them with repetitive termination reminders. 

If a recruiter or any employee violates company policies, they must be warned and dealt with immediately.

However, repetitively mentioning company policies and termination clauses in general performance reviews makes the recruiter question the company’s DEI policies and increases the number of resignations. 

How to fix a bad performance review?

1. Structure constructive criticism based on objective results

If a review has generic terms, it should be replaced with objective results of performance assessments.

The metrics from various evaluations, like peer, manager assessment, and candidate experience surveys, should be analysed to evaluate the recruiter’s profile.

2. Use the right tools to avoid bias

Reviews can often be misguided by human bias. To avoid that, CRM tools and review management softwares should be used to create unbiased evaluations.

3. Take regular feedback from other recruiters

Performance review must be a two-way interaction process. 

Regular feedback must be collected from recruiters regarding their performance to fix any assessment gaps or miscommunications.

Frequently asked questions

1. Who is responsible for participating in the discussion at a recruiter performance review?

Both the recruiter undergoing the review and their direct supervisor or manager are responsible for participating. In some cases, HR representatives or team leads may also join to provide additional insights or support during the review process.

2. What should I write for areas of improvement on a performance review?

Identify specific skills or behaviors that could enhance the recruiter’s effectiveness. Focus on actionable items like improving communication skills, enhancing candidate engagement strategies, or adopting new recruitment technologies.

Be constructive and provide clear examples to support your suggestions.

3. How to answer performance review questions?

Respond honestly and constructively, providing specific examples to illustrate your points. Highlight your achievements, acknowledge areas for improvement, and discuss your goals and plans for addressing any challenges. 

Openness to feedback and a commitment to professional growth are key.

4. What is the best way of getting feedback from a performance review?

The best way is to actively listen, ask clarifying questions, and seek specific examples of both strengths and areas for improvement.

Request actionable advice on addressing any challenges and discuss potential development opportunities or resources that could support your growth.