The Hiblog

22 metrics for measuring workforce planning

One of the best ways to understand how to translate organizational needs into new hires and guarantee a strong team with high-quality professionals and low attrition rates is to leverage workforce planning metrics.

Supercharge DE&I in the workplace and measure your progress with Bob’s dashboards

DE&I initiatives don’t stop at hiring. They must be top of mind and continuously monitored, ensuring that you treat all your people in a fair and unbiased way and don’t discriminate according to age, gender, ethnicity, disability, or any other reason.

The difference between time-to-hire and time-to-fill

Time-to-hire and time-to-fill are both recruitment metrics used by HR—but they’re not the same. These are the differences.

Calculating and improving your attrition rate: Metrics that matter

Employee attrition and retention are like peas in a pod—attrition is the peas, employee retention is the pod. While they’re not the same, companies must address them as a package deal.

Five HR analytics for public companies and those filing for IPO

The long road to IPO requires determination, innovation, and an understanding of these five HR metrics that speak volumes about the health and viability of your company.

Having trouble with employee turnover? People analytics can help

Your best chance at boosting retention is in understanding your people better. People analytics uses data-driven insights to help HR do just that. Here's how to get started.

Metrics that matter: salary average and salary change

We work hard for the money, don’t we? It’s almost impossible to talk about work without bringing up salary. What we’re paid is supposed to be representative of our employer-defined worth—and, on a larger scale, how the employer values their workforce. Salary average and salary change are both important HR metrics for measuring how the workforce is compensated as a whole, or in large groups. For companies competing for talent—we see you, EPD recruiters—salary average can help you understand your market position for recruiting. And for those fighting to retain…

HR metrics that matter: employee growth rate

In this strange world, where it can feel like we’re treading water trying to stay afloat day by day, it can be hard to imagine planning for the future. Lockdowns begin, lockdowns end, and after seeing our world come to a screeching halt once already, who knows what the future holds? But to keep our heads above water, we need to make an effort. We need to keep looking ahead and do our best to plan for an uncertain future. Employee growth rate is an HR metric measuring your company’s…

Salary range penetration: a metric that matters

What should you be getting paid? It’s a tough question to answer. From the dreaded job application question about your preferred salary to annual or biannual salary reviews, however, you’ll have to assign a dollar value to your work. Too high and you risk losing everything; too low and you risk underselling yourself. How do you know what’s right? Working in HR, you’re in the position to make sure all of your people are being compensated fairly and equitably. Understanding each employee’s salary range penetration will help you do that.…

Metrics that matter for succession planning

Every employee matters. That’s why we invest so much in recruitment and retention: because we know that every talent we bring in is valuable. So, when an employee departs, whether voluntarily or involuntarily, they’ll leave a hole—responsibilities that need to be covered to keep the business running smoothly. Succession planning, defined by SHRM as “a focused process for keeping talent in the pipeline,” is a safety net for your organization. Investing in succession planning is an investment in your people and teams, building an action plan that will last long…

Understanding compensation expense factor

When building our compensation management for coming cycles, we have a lot to think about: cost of living increases, recruitment needs, retention issues, and organizational budget changes. We have to balance our growth plans with organizational realities, and while we may want to full our teams with senior talent, we have to make sure it’s a financial possibility. Compensation expense factor is the metric that will determine the present and future of your compensation management processes. While compensation is often an organization’s most significant expense, it doesn’t dictate the organizational…