Most surveys on CEO and executive priorities—such as The Conference Board C-suite Outlook 2022 Report and PWC’s Executive Views on Business Challenges and Opportunities in 2022 — show talent as a critical priority. And as organizations are under greater pressure to show the ROI of talent initiatives and investments, it is important to measure and report on the metrics that matter most. Yet, many organizations continue to lag when reporting meaningful talent metrics. For example, one post I made last year on an analysis of 427 Annual Reports on Form 10-K filed by companies in the S&P 500 showed a significant variation in what firms share, with many publishing basic measures (e.g., headcount, stats on training, etc.). To help firms expand their metrics from mostly tactical to strategic ones that impact business results, this article by Dr. John Sullivan provides 10 metrics for firms to consider. One example includes 4) Dollars of revenue lost due to position vacancy. This is calculated by dividing the average total yearly revenue generated by an employee, in a targeted job, by the number of working days. Report the decrease in vacancy days and the dollar reduction in the amount of lost revenue. Since metrics should help answer the most critical talent questions that enable business priorities, I am resharing this SAP paper, which includes 100 questions spanning eight talent categories, ranging from recruiting, onboarding, and employee experience, to name a few. This reference can help HR teams determine the metrics and measures that matter most to their organizations.