Analytics
Workforce analytics that forecast, not just report
Most workforce analytics is descriptive statistics with a chart library on top. It tells you your attrition was fourteen percent last quarter. It cannot tell you who is leaving next quarter, and that is the only question the number was ever standing in for.
Attrition and performance models, not lagging counts
Data no HRIS captures
Against job family and industry cohorts
Why your HRIS cannot do this
An HRIS records transactions: hires, transfers, terminations, compensation. It is a ledger. The reason workforce analytics built on it stays descriptive is that a ledger has no variables that cause anything — tenure and job level do not explain attrition, they are downstream of the same causes.
Psychometric data is different in kind. Trait profiles are measured before the outcome, are stable over the horizon you care about, and have documented relationships to strain response, turnover intention and counterproductive behaviour. That is what makes a forecast possible rather than a retrospective.
What the platform models
Four question families, each answered against benchmark cohorts rather than in a vacuum.
- Attrition risk — trait-based flight-risk indicators combined with engagement pulse trends, surfaced per team before the resignation
- Bench strength — which internal people have the trait profile for roles you have not opened yet
- Team composition — where complementarity is thin and where a single trait dominates a group to its cost
- Hiring quality — whether the traits you selected on actually predicted performance in your organisation, which is often not what the generic benchmark implied
Local validation beats generic benchmarks
Published validity coefficients are averages across organisations. Yours is not the average organisation. Once you have accumulated enough scored hires with performance outcomes, local criterion validation identifies which traits predict performance in your roles specifically.
The results are frequently uncomfortable. Organisations that were screening hard on Extraversion for roles that turn out to reward Conscientiousness discover they have been optimising for interview performance. That finding is worth more than any dashboard.
Fairness monitoring is part of the analytics, not a separate product
Selection rates, promotion rates and score distributions are computed by protected group continuously against the 4/5ths rule. Drift is surfaced as it develops. A workforce analytics platform that reports performance without reporting who is being selected out is showing you half the system.
Frequently asked questions
How is workforce analytics different from HR analytics?
In practice the terms overlap heavily. Where a distinction is drawn, HR analytics tends to mean reporting on the HR function's own operations — time-to-fill, cost-per-hire, headcount — while workforce analytics means analysing the workforce itself and, at its best, forecasting it. TalentSpark does both, but the forecasting is the part that changes decisions.
How much data do we need before predictions are useful?
Descriptive benchmarking works from the first assessment. Local criterion validation needs enough scored hires with linked performance outcomes to estimate a relationship, which for a single job family is typically in the low hundreds. Below that you are reading noise, and the platform says so rather than showing you a confident-looking number.
Does this require integration with our HRIS?
It works standalone and gets substantially better connected. Performance outcomes are the missing ingredient for local validation, and those live in your HRIS or performance system.
Related
HR Analytics Software
HR analytics software that measures hiring quality, adverse impact, engagement and bench strength — grounded in psychometric data your HRIS does not collect.
Team Analytics Software
Model team composition on trait complementarity, cultural fingerprint and derailer risk. See where a team is thin before the project reveals it.
Employee Engagement Survey Software
Short pulse surveys with psychometric grounding — trend engagement against trait profiles and attrition risk instead of collecting one number a year.
Adverse Impact Analysis Software
Monitor selection rates by protected group against the 4/5ths rule continuously. Bias audit evidence for NYC Local Law 144 and the EU AI Act, produced as you hire.
Predict performance before day one.
Validated psychometrics and Claude AI, in one platform. No credit card required.