By department · Human resources
Attrition is rarely a surprise in the data and usually a surprise in the reporting. With a view of turnover per team, time to hire and what onboarding delivers, the conversation can happen before someone has gone.
We bring turnover, recruitment lead time and onboarding results together into management information in which a manager recognises their own team.
The work itself is described under data analysis and data quality.
New Data Student brings together the numbers that now sit in four systems: intake, attrition, absence and time-to-hire. New Data Squad steps in on the question of which signals actually say something about departure beforehand, and how you may use that without crossing a line. New Data Search finds the HR analyst or people analytics specialist you want to hire permanently.
Technically a relationship can often be found. Whether you may use it is a different question, and we ask it upfront. A model that flags an individual employee touches on the GDPR and on trust inside your own organisation. Steering on signals at team level is almost always more useful and rarely contentious.
No, and it is the normal situation. The work starts with bringing those four onto one footing: the same definition of an employment, the same start date, the same department structure. That is less exciting than building a model and it usually delivers more.
The New Data Scan is the cheapest first step: one day on site, fixed price, and a roadmap for 30, 60 and 90 days with an owner for each step.
These are indicative figures from earlier work and not a promise. What it delivers for you depends on where you are now.