What Are Some Specific Metrics That I Should Be Considering?

Some Specific Metrics That I Should Be Considering

And now some specific metric recommendations. This section lists areas where baseball-like talent metrics that should be developed in the corporate world. They include:


  • The factors in an algorithm (i.e. elements in the equation) that predict the future on-the-job performance and retention of a candidate.
  • A metric that predicts where the level of competition for external top talent will be 6 to 12 months in the future?
  • A “quality of hire metric” that demonstrates that the hiring process is producing above-average performers.


  • An algorithm that calculates the dollar value associated with the loss of a key employee.
  • A risk metric that shows which employees have a high probability of quitting within six months?
  • A metric that predicts what the turnover rate of each manager will be in 6 – 12 months into the future? And the cost of that turnover to the organization.


  • An algorithm which reveals whether recruiting, internal development, compensation or good coaching has the most impact on team success.
  • An algorithm that successfully identifies leadership potential in team members with less than two years at the firm.
  • An algorithm that predicts whether an individual player will improve after training.


  • A metric that accurately predicts a downturn in performance in an employee or in a sub-team.
  • A metrics process that identifies the job-related factors that increase employee productivity and innovation.
  • A metric that accurately identifies innovators among candidates and recent hires.


  • An algorithm which shows which reward and recognition factors have the greatest impact on improving employee productivity.
  • A metric which accurately determines which employees are under or overpaid.
  • Predicting into the future how many years an individual employee will remain productive and “worth their salary”.

Business case metrics

  • Calculating the current and future ROI of each major talent management program.
  • Calculating the increased dollar impact for each percentage increase in new hire on-the-job performance.


Dr. John Sullivan will be speaking about this and more at BPI’s TalentBall with the Texas Rangers in April. Joining Rangers’ top executives including GM Jon Daniels, their CFO, Head of Analytics, VP of HR and others, Dr. Sullivan will be bridging the gap between the successful Moneyball tactics and corporate talent and business results. Click here to register today for TalentBall.

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Dr. John Sullivan
Dr John Sullivan is an internationally known HR thought-leader from the Silicon Valley who specializes in providing bold and high business impact; strategic Talent Management solutions. He’s a prolific author with over 900 articles and 10 books covering all areas of Talent Management. He has written over a dozen white papers, conducted over 50 webinars, dozens of workshops and he has been featured in over 35 videos. He is an engaging corporate speaker who has excited audiences at over 300 corporations / organizations in 30 countries on all 6 continents. His ideas have appeared in every major business source including the Wall Street Journal, Fortune, BusinessWeek, Fast Company, CFO, Inc., NY Times, SmartMoney, USA Today, HBR and the Financial Times. In addition, he writes for the WSJ Experts column and the LinkedIn Talent blog. He has been interviewed on CNN and the CBS and ABC nightly news, NPR, as well many local TV and radio outlets. Fast Company called him the “Michael Jordan of Hiring”, Staffing.org called him “the father of HR metrics” and SHRM called him “One of the industries most respected strategists”. He was selected among HR’s “Top 10 Leading Thinkers” and he was ranked #8 among the top 25 online influencers in Talent Management. He served as the Chief Talent Officer of Agilent Technologies, the HP spinoff with 43,000 employees and he was the CEO of the Business Development Center, a minority business consulting firm in Bakersfield, California. He is currently a Professor of Management at San Francisco State (1982 – present).