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A little late to the party this week, but hopefully this tip makes up for it. 🙂

 

The Median Tenure

In the past two posts I’ve talked about leveraging skills to expand talent pools and find job title variations. In this post we’ll have a quick look at one of the most interesting data points available in Talent Insights, Median Tenure.

 

Median Tenure

 

When creating the Talent Pool reports (by using the skills-first approach ofcourse), I always keep an eye on this data point. This is derived from how often professionals in similar roles are switching roles. The Median Tenure helps you:

  • Identify the prime candidates to target (send InMails to the ones who are coming up to that tenure in their current roles)
  • Identify potential risk of churn/attrition amongst your existing talent pools 
  • Gives you an indicator of market volatility (lower tenure means very dynamic market, candidates switching roles often)
  • Leverage this the median tenure in your Recruiter searches, in the advanced filters, to fine tune your projects.

 

Would love to hear if you have used this metric in your searches or conversations with the hiring managers.

 

Cheers!

 

 

We use median tenure when talking with hiring managers to highlight the market conditions - how long are people staying in their role? If you want someone in a market where people are changing every 18 months, your consideration shouldn’t be “we need them to want a career with us” - the insight is that “candidates in this market are looking for a role with opportunity - if you don’t offer them a path to move forward, or a compelling opportunity, they’ll look elsewhere”.

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