Focus is placed on getting talent in the door and retaining that talent, but what about when they decide to leave? Proper off-boarding is important too or it might cost the company money and a headache.
The labor cost of an employee can be a significant portion of the overall operating cost. Being a strategic business partner means knowing what that impact is and how to measure it with HR Metrics.
The contingent workforce is growing, especially with the gig economy. Understanding your business model and the overall labor force is vital in determining what is the right strategy for the organization.
The selection rate is an HR metric that can provide clarity on various stages throughout the recruitment process and on the skills of your TA team.
The cost of turnover can rise exponentially depending on the role and how critical it is to business functions. Understanding the numbers can help mitigate costs and damage to the organization.
Determining whether your organization is prepared for a change can be a challenge. Readiness is an HR metric that can give a starting point for organizations who ready to embark in a new direction.
Recruitment metrics are key for keeping up with your practices. They will help to ensure your processes are effective, find ways to improve, and hire the best talent for the right roles.