Performance Metrics Flashcards

A hiring funnel shows diverse candidates make up 45% of applicants but only 20% of those reaching final interviews. Which stage should be investigated first?

Answer: Screening and early interview stages

The drop happens between application and final interview, so the screening steps are where to look for bias.

Which metric helps find whether some groups wait longer to be promoted?

Answer: Time-in-level or time-to-promotion by group

Comparing average time-to-promotion across groups shows whether advancement is slower for some.

Why is benchmarking diversity metrics against industry peers useful, and what is its main limitation?

Answer: It gives context, but peers may also be underperforming

Benchmarks give context, but matching a peer group that is itself lagging does not mean equity has been reached.

Exit interview data shows employees from underrepresented groups often cite 'lack of growth opportunities.' What is the best next step?

Answer: Cross-check with promotion, development, and stay-interview data to confirm the pattern

Triangulating with other data sources confirms the root cause before you design interventions.

What is the main risk of treating representation numbers as the only diversity success metric?

Answer: They can hide poor inclusion and high turnover among new diverse hires

Headcount alone misses whether diverse employees feel included and stay, the so-called revolving door effect.

A dashboard shows engagement scores by group with color coding for gaps. This is mainly an example of what?

Answer: Descriptive analytics

Descriptive analytics summarizes what has already happened in the data.

A diversity executive builds a model estimating which high-potential employees from underrepresented groups are at risk of leaving in the next 12 months. This is an example of what?

Answer: Predictive analytics

Forecasting future attrition risk from historical patterns is predictive analytics.