Are talent management metrics meaningful? A Talent Management State of the Industry report claims that the top five talent management metrics most used by organisations are
- Talent retention rate (58 per cent)
- Time to hire talent (48 per cent)
- Cost to hire (41 per cent)
- Diversity statistics (38 per cent)
- Number of senior positions with identified successors (37 per cent)
As HRCleanUp points out, these probably don’t take into account the costs of attrition — retraining, re-interviewing or reassigning people to different posts. His take? They can’t collate that data — or “they don’t want to see the staggering amount of money walking out the door when talent is badly managed.”
Probably not, which makes the metrics only partially useful at best — and possibly detrimental if they present a false picture of outgoings. (Even so, the fact that succession planning and diversity make it into the top five is heartening.)
Do UK organisational metrics reflect the same priorities — and blind spots?
