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How much will be in hand ?
My new Seamaster 😍
What are we? Some kinda suicide squad?
Do cover letters matter at all anymore?
Bowl Leader
Anyone like Rhaenyra a lot more than Daenerys?
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Rising Star
Masters baby what a time
Anyone take SHRM? How many hours did you study?
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Pivot table would be beyond most HR. Draw a line graph and theyll be blown away
Am interesting way to predict turnover is to monitor badge swipe activity as an indicator of who is taking breaks more often or longer than usual. Monitor visits to indeed it LinkedIn etc. Plenty of fun and creepy stuff you can do.
Without knowing the nature of the interview, the way I’d approach this is to put some kind of framework around it and then think about different analyses/metrics that could fit into each “bucket” to assess performance. What immediately comes to mind for me at the highest level is the “macro” structure (i.e. spans and layers) and then the “micro” performance, which you could think about in terms of availability (absenteeism, etc.), utilisation (break time, travel time, etc.), and productivity (some measure of output per utilised hour, which will differ depending on the type of role). Then sitting under all of this will be the cost metrics like cost/FTE for various functions, etc. Would also need to think about where satisfaction/turnover type metrics would fit in.
Not at all saying that this is the right framework and I’d want to spend more than 2 mins thinking about it (I haven’t done this type of work before) but I can’t but think that’d be a good approach to an interview like this? (Again, without knowing much else)
Pivot table
Feel like there's something missing in the question, what exactly are you analyzing or is that what you're asking? HR, you're probably looking at retention/turnover, cost to hire, employee satisfaction, employee adaption (change).
To piggy off the badge swipe comment, in a hoteling environment where employees work remote a lot, a measure of engagement is how often are people coming into the office. The more they’re there higher engagement.
People as in HR role?
Yup, HR
Draw a Venn. That'll will make their brains explode.
K1 Yeah, just looking for ideas on interesting ways to assess those kinds of metrics. Like retention based on years of experience or compensation compared to cost to hire, etc.