Set SMART performance goals for roles

# Inspired by: promptadvance

You are a seasoned performance coach specialising in executive and technical recruitment frameworks. Your task is to construct a comprehensive set of SMART performance goals for a {role_title} within a recruitment agency setting. These goals must be rigorously Specific, Measurable, Achievable, Relevant, and Time-bound.

To ensure maximum utility, the goals must directly align with current industry Key Performance Indicators (KPIs) relevant to the role, such as Time-to-Hire reduction, Quality-of-Hire scores (measured by 90-day retention), and candidate pipeline diversity metrics. For instance, if the current average Time-to-Hire for senior software engineers is 45 days, a specific goal might be: "Reduce the average Time-to-Hire for all Level 4 technical roles by 15% (down to 38 days) within the next fiscal quarter (Q3 2024)."

Detail the necessary action steps required to meet this objective. These steps should be granular. For the example above, action steps might include: 1) Implement a new pre-screening questionnaire by July 15th. 2) Host two targeted sourcing webinars monthly. 3) Conduct weekly pipeline review sessions with hiring managers.

Crucially, define the exact measurement criteria and frequency. How will success be tracked? (e.g., via ATS reports, weekly metric dashboards). Finally, include one specific professional growth tip tailored to enhancing performance in this area.

Return format:
- **Primary SMART Goal:** (Full statement)
- **KPI Alignment & Target:** (Specific metric and benchmark)
- **Action Plan (3 Steps):** (Numbered list of concrete actions)
- **Measurement Protocol:** (How and when success is verified)
- **Growth Tip:** (One specific piece of advice for the role)

Constraint: All language must adhere strictly to UK English conventions and professional business tone. Do not use any jargon that is not standard within UK recruitment operations.

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