One of the metrics is candidate’s reaction. A positive candidate reaction is important in the hiring process. When employees have negative reactions right in the hiring proves, their motivation will be affected which will in turn affect their productivity. The employee’s reaction should be measured throughout the hiring process and afterwards through surveys.

Another metric is High-potential talent. These are employees who have a high potential, aspiration and ability. An organization should determine which employees qualify to be high potential talent employees and then develop them to be leaders (Lavoie, 2014). Development can be done through mentorship or training. Measuring the high potential talent helps identify the future leaders of an organization.

Another metric is employee retention and engagement. The level of employees’ engagement is very important in developing talent and retaining it. An organization should have a formal engagement and retention. Employees who are not engaged may seek opportunities elsewhere (Cappelli, 2008). An organization should develop a process for measuring engagement so that it can be increased through association and retention.

Another metric is internal hiring versus external hiring. Measuring the success of external hiring versus internal hiring helps an organization determine where to look for talent.  This will also help in determining the objectivity gap and work to close the gap.

Another metric is High-performer turnover rate. An organization needs to measure its labor turnover rates especially when it involves top talents. Losing top talents impacts negatively to the company. If an organization is always losing top talent, it may make some changes (Silzer & Dowell, 2009).

I would not assign similar weights to these metrics. There are those that are more important to the others. I would measure them based on which is more important to the organization than the other.

References

Cappelli, P. (2008). Talent management for the twenty-first century. Harvard business review, 86(3), 74.

Lavoie, A. (2014). Measure These 5 Talent Metrics for Greater Success in Hiring and Managing Employees. Retrieved August 05, 2016, from https://www.entrepreneur.com/article/239117

Silzer, R., & Dowell, B. E. (Eds.). (2009). Strategy-driven talent management: A leadership imperative (Vol. 28). John Wiley & Sons.

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