Candidate Long-Term Retention Rate - KPI Definition, Formula, & Benchmarks

KPI Depot takes you from KPI intelligence to finished deliverable. Consultants, strategy teams, FP&A leaders, and analytics teams use it to answer the two hardest questions in performance management, what to measure and what the target should be, and then to produce the scorecard itself.

The difference is intelligence, not just data. Anyone can list metrics. Every KPI in KPI Depot carries 13 practical attributes, from formula and measurement approach to diagnostic questions, risk warnings, and Balanced Scorecard perspective, across 15 corporate functions and 153 industries. And every target you set is grounded in our database of 34,304 source-attributed benchmarks, each detailing metric value, company size, time period, industry, geography, sample size, and source. Benchmark data at this scale is otherwise the domain of research services costing thousands to hundreds of thousands of dollars per year.

When your metrics are selected, KPI Depot finishes the job: export an interactive Strategy Map, a Balanced Scorecard with formulas and tracking columns, or a CSV KPI pack, and go from research to working deliverable in hours instead of weeks.

Formerly the Flevy KPI Library, KPI Depot is trusted by teams at organizations including Accenture, EY, IBM, PepsiCo, Samsung, and Vodafone.

Got a question? Email us at [email protected].

FAQs about Candidate Long-Term Retention Rate

What is a good Candidate Long-Term Retention Rate?

A good retention rate typically exceeds 80%, indicating strong employee satisfaction and effective talent management. Rates below this threshold may signal underlying issues that need to be addressed.

How can we measure retention effectively?

Retention can be measured by tracking the percentage of employees who remain with the organization over a specified period. This data can be segmented by department, tenure, or other relevant factors for deeper insights.

What factors influence long-term retention?

Factors such as workplace culture, career development opportunities, and management effectiveness play significant roles in long-term retention. Addressing these areas can lead to improved employee loyalty.

How often should retention rates be reviewed?

Retention rates should be reviewed quarterly to identify trends and make timely adjustments. Regular monitoring allows organizations to respond proactively to potential retention issues.

Can high turnover impact company performance?

Yes, high turnover can disrupt team dynamics, increase recruitment costs, and negatively affect overall productivity. Organizations benefit from focusing on retention to maintain operational efficiency.

What role does employee engagement play in retention?

Employee engagement is critical to retention, as engaged employees are more likely to stay with the organization. Fostering a positive work environment enhances loyalty and reduces turnover.