Benchmark Comparison
Compare internal metrics to peer or industry reference values.
Recruiting · Descriptive · Diagnostic
Analytics Reference
People Analytics
Metrics, methods, dashboards and use cases for measuring the workforce and supporting business decisions. 100 reference items spanning metrics, analytical methods, dashboard patterns and practical use cases.
100 of 100
Metrics
| Metric | What it answers |
|---|---|
| Absenteeism Rate | Is unplanned absence affecting productivity? |
| Applicant to Hire Ratio | How selective is our funnel? |
| Attrition Rate | What share of our workforce left during this period? |
| Bench Strength | Do we have backup coverage for key roles? |
| Candidate Net Promoter Score | Would candidates recommend our hiring process? |
| Compa Ratio | Is this employee paid below, at, or above the range midpoint? |
| Contingent Workforce Ratio | How reliant are we on contractors and temporary labor? |
| Cost Per Hire | What does each hire cost us? |
| Critical Role Vacancy Days | How long are vital roles open? |
| Diversity Representation | Does our workforce reflect our diversity goals? |
| Employee Engagement Score | How connected and committed is our workforce? |
| Headcount | How large is our workforce today and how is it changing? |
| High Performer Retention | Are our best employees staying? |
| Hiring Manager Satisfaction | Are hiring managers satisfied with recruiting partnership? |
| Internal Fill Rate | Are we using internal talent before external search? |
| Internal Mobility Rate | How much talent are we developing and redeploying internally? |
| Interview to Offer Ratio | How efficient is our interview funnel? |
| Involuntary Attrition Rate | How much attrition is employer-initiated? |
| Labor Cost Ratio | What share of spend is labor? |
| Learning Completion Rate | Are employees finishing required and recommended learning? |
| Learning ROI | Is our learning investment producing measurable value? |
| Manager Effectiveness Score | Which managers consistently develop and retain strong teams? |
| Market Position Ratio | Are we competitive with the external market? |
| New Hire Retention Rate | Are new hires staying through the critical early period? |
| Offer Acceptance Rate | Are our offers competitive enough to close candidates? |
| Offer to Accept Ratio | How often do candidates accept our offers? |
| Open Requisition Age | Which reqs are aging beyond target? |
| Overtime Rate | Are we relying on overtime to meet demand? |
| Pay Equity Ratio | Are we paying fairly for comparable work? |
| Performance Rating Distribution | Is our performance differentiation credible and calibrated? |
| Pipeline Diversity Ratio | Where do underrepresented groups exit the hiring funnel? |
| Profit Per Employee | What profit does each employee support on average? |
| Promotion Rate | Are we advancing talent at a sustainable pace? |
| Quality of Hire | Are we hiring people who succeed and stay? |
| Referral Hire Rate | How much hiring comes from referrals? |
| Regrettable Attrition Rate | Are we losing talent we wanted to keep? |
| Regrettable Retention Rate | Are retention actions working for critical talent? |
| Requisition Fill Rate | Are we closing the reqs we open? |
| Revenue Per Employee | How productive is the organization in revenue terms per employee? |
| Skills Coverage Index | Do we have the skills needed for current and planned work? |
| Skills Gap Severity | How severe are our most important skill gaps? |
| Source of Hire | Which channels produce the most hires? |
| Span of Control | Are manager spans appropriate for oversight quality? |
| Succession Coverage Ratio | What share of critical roles have succession plans? |
| Time to Fill | How long does it take to fill open roles? |
| Time to Productivity | How quickly do new hires become fully productive? |
| Training Hours Per Employee | How much learning is the workforce consuming? |
| Turnover Cost | What does attrition cost us financially? |
| Voluntary Attrition Rate | How much attrition is employee-initiated? |
| Workforce Planning Accuracy | Are our workforce plans reliable for budgeting? |
Absenteeism Rate
Is unplanned absence affecting productivity?
Applicant to Hire Ratio
How selective is our funnel?
Attrition Rate
What share of our workforce left during this period?
Bench Strength
Do we have backup coverage for key roles?
Candidate Net Promoter Score
Would candidates recommend our hiring process?
Compa Ratio
Is this employee paid below, at, or above the range midpoint?
Contingent Workforce Ratio
How reliant are we on contractors and temporary labor?
Cost Per Hire
What does each hire cost us?
Critical Role Vacancy Days
How long are vital roles open?
Diversity Representation
Does our workforce reflect our diversity goals?
Employee Engagement Score
How connected and committed is our workforce?
Headcount
How large is our workforce today and how is it changing?
High Performer Retention
Are our best employees staying?
Hiring Manager Satisfaction
Are hiring managers satisfied with recruiting partnership?
Internal Fill Rate
Are we using internal talent before external search?
Internal Mobility Rate
How much talent are we developing and redeploying internally?
Interview to Offer Ratio
How efficient is our interview funnel?
Involuntary Attrition Rate
How much attrition is employer-initiated?
Labor Cost Ratio
What share of spend is labor?
Learning Completion Rate
Are employees finishing required and recommended learning?
Learning ROI
Is our learning investment producing measurable value?
Manager Effectiveness Score
Which managers consistently develop and retain strong teams?
Market Position Ratio
Are we competitive with the external market?
New Hire Retention Rate
Are new hires staying through the critical early period?
Offer Acceptance Rate
Are our offers competitive enough to close candidates?
Offer to Accept Ratio
How often do candidates accept our offers?
Open Requisition Age
Which reqs are aging beyond target?
Overtime Rate
Are we relying on overtime to meet demand?
Pay Equity Ratio
Are we paying fairly for comparable work?
Performance Rating Distribution
Is our performance differentiation credible and calibrated?
Pipeline Diversity Ratio
Where do underrepresented groups exit the hiring funnel?
Profit Per Employee
What profit does each employee support on average?
Promotion Rate
Are we advancing talent at a sustainable pace?
Quality of Hire
Are we hiring people who succeed and stay?
Referral Hire Rate
How much hiring comes from referrals?
Regrettable Attrition Rate
Are we losing talent we wanted to keep?
Regrettable Retention Rate
Are retention actions working for critical talent?
Requisition Fill Rate
Are we closing the reqs we open?
Revenue Per Employee
How productive is the organization in revenue terms per employee?
Skills Coverage Index
Do we have the skills needed for current and planned work?
Skills Gap Severity
How severe are our most important skill gaps?
Source of Hire
Which channels produce the most hires?
Span of Control
Are manager spans appropriate for oversight quality?
Succession Coverage Ratio
What share of critical roles have succession plans?
Time to Fill
How long does it take to fill open roles?
Time to Productivity
How quickly do new hires become fully productive?
Training Hours Per Employee
How much learning is the workforce consuming?
Turnover Cost
What does attrition cost us financially?
Voluntary Attrition Rate
How much attrition is employee-initiated?
Workforce Planning Accuracy
Are our workforce plans reliable for budgeting?
Analytical methods
Clustering and Segmentation
Discover natural employee or candidate segments for targeted programs.
Workforce · Descriptive · Diagnostic
Cohort Analysis
Compare groups that share a start event over time to isolate lifecycle effects.
Workforce · Descriptive · Diagnostic
Driver Analysis
Rank inputs by contribution to a workforce outcome for prioritization.
Attrition · Diagnostic · Prescriptive
Factor Analysis
Reduce correlated survey or assessment items into underlying factors.
Organization · Diagnostic
Network Analysis
Analyze relationship structures such as collaboration, mobility, or referral networks.
Organization · Diagnostic
Predictive Scoring
Assign probability scores to individuals or reqs for proactive action.
Attrition · Predictive · Prescriptive
Propensity Modeling
Estimate likelihood of an employee taking an action such as promotion or training completion.
Talent · Predictive · Prescriptive
Regression Analysis
Estimate relationships between workforce drivers and outcomes while controlling for confounders.
Attrition · Diagnostic · Predictive
Root Cause Analysis
Structured investigation of metric anomalies to find underlying causes.
Workforce · Diagnostic
Scenario Modeling
Simulate workforce outcomes under alternate assumptions for planning decisions.
Workforce planning · Predictive · Prescriptive
Survival Analysis
Model time-to-event outcomes such as attrition or time-to-fill with censored data.
Attrition · Predictive · Diagnostic
Text Analytics
Extract themes and sentiment from open-text HR data at scale.
Workforce · Descriptive · Diagnostic
Time Series Forecasting
Project future workforce metrics using historical patterns.
Workforce planning · Predictive
Trend Decomposition
Separate time series into trend, seasonality, and residual components.
Workforce · Descriptive · Diagnostic
Dashboard patterns
Attrition Analytics Dashboard
Decompose attrition by type, segment, and drivers.
Attrition · Descriptive · Diagnostic · Predictive
Compensation Equity Dashboard
Monitor compa-ratio, pay equity, and market position by segment.
Compensation · Descriptive · Diagnostic
Contingent Workforce Dashboard
Track contingent ratio, spend, tenure, and skills contribution.
Workforce planning · Descriptive · Diagnostic
Diversity and Inclusion Dashboard
Track representation and pipeline diversity across lifecycle stages.
Workforce · Descriptive · Diagnostic
Employee Experience Dashboard
Aggregate engagement, pulse, ticket, and journey friction signals.
Workforce · Descriptive · Diagnostic
Executive Workforce Dashboard
Single-pane view of headcount, attrition, hiring, and cost for leadership decisions.
Workforce · Descriptive · Diagnostic
HR Operations Dashboard
Monitor case volume, SLA, data quality, and payroll anomalies.
Organization · Descriptive · Diagnostic
Learning Effectiveness Dashboard
Track completion, hours, skills impact, and ROI of learning programs.
Learning · Descriptive · Diagnostic
Manager Effectiveness Dashboard
Surface manager team outcomes for coaching prioritization.
Performance · Diagnostic
Mobility Marketplace Dashboard
Track internal fills, applications, and movement patterns.
Mobility · Descriptive · Diagnostic
Performance Calibration Dashboard
Support rating calibration with distributions and outlier flags.
Performance · Descriptive · Diagnostic
Recruiting Operations Dashboard
Monitor funnel health, req aging, and recruiter workload.
Recruiting · Descriptive · Diagnostic
Skills Inventory Dashboard
Visualize skills coverage, gaps, and emerging demand.
Skills · Descriptive · Diagnostic · Predictive
Talent Acquisition Funnel Dashboard
Visualize conversion through applicant, screen, interview, offer, and hire stages.
Recruiting · Descriptive · Diagnostic
Workforce Planning Dashboard
Align plans, forecasts, and actuals for headcount and skills.
Workforce planning · Descriptive · Predictive
Use cases
Analyze Internal Mobility Barriers
Why are qualified employees not moving internally?
Mobility · Diagnostic
Analyze Voluntary Attrition Drivers
Why are employees choosing to leave and where should we intervene?
Attrition · Diagnostic · Prescriptive
Assess Manager Bench Strength
Do we have enough ready managers for growth and backfill?
Talent · Diagnostic · Predictive
Benchmark Compensation Competitiveness
Are we paying competitively for roles with highest attrition risk?
Compensation · Diagnostic
Calibrate Performance Ratings
Are performance ratings fair and differentiated before merit decisions?
Performance · Diagnostic · Prescriptive
Design Succession Pipeline
Do we have ready successors for critical roles?
Talent · Diagnostic · Prescriptive
Evaluate Engagement Drivers
What factors most influence engagement scores by segment?
Workforce · Diagnostic
Evaluate Quality of Hire by Source
Which sources produce hires who perform and stay?
Recruiting · Diagnostic
Forecast Headcount Needs
How many people will we need by function and location next year?
Workforce planning · Predictive · Prescriptive
Identify Flight Risk Employees
Which employees are most likely to leave in the next quarter?
Attrition · Predictive · Prescriptive
Measure Diversity Pipeline Health
Where do underrepresented groups exit the hiring funnel?
Recruiting · Diagnostic
Measure Learning Transfer
Does completed training translate to skills coverage and productivity?
Learning · Diagnostic · Predictive
Optimize Contingent Staffing
When should we use contractors versus FTE?
Workforce planning · Diagnostic · Prescriptive
Optimize Recruiting Channel Mix
Which sourcing channels deliver the best hire quality for spend?
Recruiting · Diagnostic · Prescriptive
Optimize Span of Control
Are manager spans aligned to coaching needs and cost targets?
Organization · Diagnostic · Prescriptive
Plan Labor Cost Optimization
Where can we reduce labor cost without harming critical capabilities?
Compensation · Diagnostic · Prescriptive
Plan Workforce Scenarios
What happens to cost and capability under growth, freeze, or restructuring?
Workforce planning · Predictive · Prescriptive
Prioritize Critical Role Hiring
Which open critical roles create the most business risk?
Workforce planning · Prescriptive · Diagnostic
Prioritize Learning Investments
Which learning programs should receive funding next cycle?
Learning · Prescriptive · Diagnostic