HR analytics dashboard KPIs
AI Search Visibility Analysis
Analyze how brands appear across multiple AI search platforms for a specific query
Total Mentions
Total number of times a brand appears
across all AI platforms for this query
Platform Presence
Number of AI platforms where the brand
was mentioned for this query
Linkbacks
Number of times brand website was
linked in AI responses
Sentiment
Overall emotional tone when brand is
mentioned (Positive/Neutral/Negative)
Brand Performance Across AI Platforms
Strategic Insights & Recommendations
Dominant Brand
No specific HR analytics platforms or brands were prominently featured across the responses, with all platforms focusing on general KPI categories and best practices.
Platform Gap
ChatGPT provided the most structured categorical breakdown, Google AIO offered the most comprehensive coverage with extensive references, while Perplexity presented the most organized table format with actionable best practices.
Link Opportunity
There's a significant opportunity to create content linking to specific HR analytics dashboard tools and platforms, as none of the responses prominently featured particular software solutions or vendors.
Key Takeaways for This Query
All platforms agree on core HR KPI categories: recruitment, retention, performance, engagement, and diversity metrics are universally important.
Time-to-hire, turnover rate, employee satisfaction, and cost-per-hire emerge as the most frequently mentioned critical KPIs across all responses.
Modern HR analytics dashboards should combine quantitative metrics with qualitative insights like employee feedback and engagement scores.
Real-time data visualization and alignment with strategic business objectives are essential for effective HR analytics dashboard implementation.
AI Search Engine Responses
Compare how different AI search engines respond to this query
ChatGPT
SUMMARY
ChatGPT provides a comprehensive breakdown of HR analytics dashboard KPIs organized into six categories: recruitment metrics (time to hire, cost per hire, offer acceptance rate), employee engagement and satisfaction metrics (satisfaction scores, eNPS, absenteeism rate), performance management metrics (performance ratings, training completion, internal promotion rate), retention and turnover metrics (turnover rate, voluntary vs involuntary turnover, average tenure), compensation and benefits metrics (salary competitiveness, benefits utilization), and learning and development metrics (training cost per employee, skill gap analysis). The response emphasizes how these KPIs provide a holistic workforce view for informed decision-making.
Perplexity
SUMMARY
Perplexity presents HR analytics dashboard KPIs in a well-structured table format covering seven key categories: recruitment KPIs (time-to-hire, cost-per-hire, qualified candidates per opening), retention KPIs (turnover rate, retention rate, turnover costs), employee performance KPIs (revenue-per-FTE, performance review scores), engagement KPIs (engagement score, absenteeism rate, employee satisfaction), DEI KPIs (demographics, pay equity, inclusion index), training and development KPIs (completion rates, training hours), and workforce planning KPIs (headcount, vacancy rates). It emphasizes best practices including aligning KPIs with strategic objectives, using real-time visualization, and combining quantitative metrics with qualitative insights.
REFERENCES (8)
Google AIO
SUMMARY
Google AIO offers a detailed explanation of HR analytics dashboards as visual tools for tracking workforce KPIs. It categorizes metrics into recruitment (time to hire, cost per hire, application completion rate), performance (employee productivity rate, performance score, training completion), retention (turnover rate, retention rate, average tenure), engagement (satisfaction score, engagement score, absenteeism rate), diversity and inclusion metrics, and compensation metrics. The response highlights benefits including improved decision-making, increased efficiency, better workforce management, and enhanced employee experience, while providing extensive reference links for further exploration.
REFERENCES (23)
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