HR Analytics Articles

Back in the day, hiring was simple. You’d post a job, shake a few hands, and if someone didn’t set the office on fire—literally or figuratively—you called it a win.

There’s a certain feeling of overwhelm that creeps in when you sit down to evaluate ROI for multiple recruiting channels. It can feel like trying to assemble a 2,000-piece jigsaw puzzle in dim lighting: you see fragments of a bigger picture, but the entire image remains stubbornly elusive. Throw in channels like LinkedIn, Indeed, that one specialized job board you tried last quarter, and maybe a trickle of candidates from social media—it’s a lot to keep straight.

There I was, staring at a spreadsheet of candidate quality metrics that made about as much sense as reading tea leaves in a hurricane. The numbers were there, the charts were neat, and yet something kept nagging at me. Why did our “star hires” keep flaming out after a few months? Where was that magical metric that would spare us the never-ending cycle of posting, praying, and politely nodding at underqualified applicants

It started with a cryptic note I found buried deep in a forgotten email thread. Something like:
“If the headcount graph starts singing the turnover blues again, call me before lunch. Otherwise, the spreadsheets might stage a coup.”