HR Metrics & Analytics

Why People Accept And Quit A Job Made Simple: It’s Just Market Research

The two hottest issues in the Silicon Valley are the attraction and retention of top talent. I am often asked by very tired recruiters “what is the secret to getting them to say “yes” and in “keeping them” so I can get off of this “recruit, lose, and recruit again” cycle? The answer is easier than you think and it …

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Instead Of The Cost Of Hire?Measure The Cost Of A Bad Hire

If your company has a turnover of 20% per year and all of your new hires are mediocre, it will only take 5 years for all of your entire workforce to be mediocre. The cost of a “bad hire” for a software engineer can exceed a million dollars, for a CEO it could be as much as $1.4 Billion (Ask …

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CEO Metrics for HR (1st draft): aka – questions from hell.

Don’t let CEOs read this, they might want answers! Most HR measurements miss the boat! Many HR departments say they are a “business partner” but few can provide any real evidence that they are having a strategic business impact. After years of studying CEO expectations of HR I’ve compiled a list of the kind of questions CEO’s might want answered …

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Checklist of Possible Employment “Metrics” – measures that can be used to assess the impact and quality of employment systems

After studying hundreds of employment systems at Fortune 500 firms we have identified numerous metrics or measures that can be used to assess the impact and quality of employment systems. This checklist can be used as an audit tool or as a mechanism for identifying and continuously improving the employment function. The metrics are categorized by: Quality/AccuracyQuantityTimeCustomer Satisfaction orCosts (# = Number) …

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