![]() In LinkedIn Talent Insights and in this analysis, attrition is defined as “the number of professionals who departed the company in the past 12 months divided by the average number of employees during this period.” That’s precisely the calculation many professionals use to define turnover. However, this data doesn’t allow us to see whether a company intends to fill a vacancy or not after someone leaves. The distinction often rests on that employer’s intention - whether to fill the vacancy or eliminate it altogether. Turnover, on the other hand, happens when an employee leaves voluntarily and the employer needs to fill that vacancy with a new hire. In conversation, attrition and turnover are often used interchangeably - but as technical terms in workforce planning, they often have distinct definitions.įor many in talent analytics, attrition happens when an employee leaves (for whatever reason) and their vacancy isn’t intended to be filled. Learn more about identifying, measuring, and acting on people analytics metrics here. That said, in terms of taking action, it’s far more important to know the specific turnover rates within your own company. These trends can point you in the right direction in terms of setting expectations and seeing how your company differs from broad benchmarks. Since engineering, sales, and IT candidates are the most sought after, that also means there are more opportunities for them to leave for greener pastures. What really distinguishes these roles from the other low turnover roles - and the reason they have higher turnover - may be demand. ![]() HR and marketing might be more volatile or vulnerable to changes in a company’s business model or market - say, amid a hiring freeze/spree or a major marketing campaign. Somewhat similar to the low turnover roles, these functions tend to be more “always on” than those with the high turnover rates. The turnover rates for sales roles and IT roles were nearly the same as the overall average of 10.6% - with 10.8% turnover for sales and 10.6% turnover for IT jobs. Of the three, engineering has the highest turnover rate at 11.5%, narrowly missing the cutoff of the high turnover list. The three functions that tend to get the most InMails from recruiters on LinkedIn are engineering, sales, and IT - in that order. The most sought-after functions fall somewhere in the middle Rather than dealing primarily with fixed systems, they focus more on emotions, understanding, and strategic decisions. ![]() Conversely, most of the high turnover functions feel more consultative, interpretive, or interpersonal. Interestingly, these low turnover functions deal more with rigid institutional systems: budgets, regulations, business cycles, etc. Proportionally speaking, that’s over 25% lower than the average rate of about 11%. The function with the least amount of turnover was administration, with a rate just below 8%. HR tops the list of functions with the highest turnover Now, without further ado, here are the job functions with the highest and lowest turnover rates. See the methodology at the end for more details. The data here is still drawn from hundreds of millions of members and reveals meaningful patterns it’s just that they are best understood directionally, rather than absolutely. The data is drawn from members updating their current employer on their LinkedIn profile.įor that reason, you can take the absolute numbers in this story with a grain of salt: The rates reported here may be below actual turnover, due to a lag between someone’s actual departure and when they update their profile. What does “turnover rate” mean exactly?įor the purpose of this analysis, an organization’s turnover rate is calculated as the number of total departures over the past year, divided by the average number of employees in that same timeframe. Read on to see how turnover compares across 13 functions, after a quick word about what this data represents. That’s why we decided to look at LinkedIn data to understand which functions had the highest and lowest turnover rates. Turnover in any department can be stressful - but being prepared can help you set expectations and plan ahead, whether you’re a recruiter sourcing candidates, an HR pro battling attrition, or a leader looking to step up your workforce planning. The overall average turnover rate was about 11%, which means that turnover in HR was over 35% above average, proportionally speaking. Globally, HR had a turnover rate of almost 15% over the last 12 months. That’s because HR itself has the highest turnover rate of any job function, according to LinkedIn’s latest behavioral data from around the world. HR professionals understand employee turnover better than most people - and not just because their jobs concern the talent lifecycle of all employees.
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