Strategic Hiring Through Attrition Analytics: A ₹36 Lakh Turnaround

Strategic Hiring Through Attrition Analytics: A ₹36 Lakh Turnaround

Hiring the right talent is only part of the equation. Retaining them is where the real challenge begins. For many fast-growing organizations, attrition isn't just a human resource issue—it’s a major financial leak. This was the harsh reality faced by ACME Corp, where skyrocketing attrition quietly eroded hiring investments and productivity.

In this whitepaper, discover how ACME’s HR team, armed with smart data analytics and the Keka HRMS platform, identified the root causes of employee turnover and made course corrections that resulted in savings of over ₹36 lakhs in onboarding and training costs.

The Hidden Cost of Turnover

The crisis surfaced when Sneha, ACME’s HR Head, noticed a disturbing pattern: while the company was scaling rapidly—growing its headcount to 350 in under a year—it was also losing people at an alarming rate. A staggering 109 employees had left in just 12 months.

When the HR team crunched the numbers, the findings were sobering: each hire cost ₹36,000 in training and onboarding expenses. Multiply that by 100+ exits, and the company had burned over ₹36 lakhs.

Clearly, something had to change—and fast.

Going Beyond Assumptions: Letting Data Lead

Rather than speculate, ACME’s HR team turned to Keka’s advanced HR analytics. With detailed dashboards and attrition heatmaps, the team uncovered several overlooked patterns:

What the Data Revealed

• Metro vs Tier-2 Talent: Freshers from tier-2 cities had higher retention and better performance than those from metros.

• Location-Based Risk: The Hyderabad office had the highest attrition and the lowest average performance ratings.

• Wrong Campus Choices: A significant number of exits were tied to specific colleges and regions, raising red flags about campus recruitment strategy.

• Mismatch in Roles: Hiring MBAs for customer success roles resulted in poor retention and fit.

From Insight to Action: What ACME Did Differently

Equipped with these insights, ACME revised its hiring and onboarding strategies:

• Discontinued campus recruitment from regions with poor retention

• Stopped hiring externally for leadership roles—opted to promote high-performing internal talent

• Identified high-retention universities and focused hiring on those campuses

• Flagged seasonal attrition trends, especially among early-career hires pursuing higher studies

These decisions not only plugged the attrition hole but also improved the quality of hires—making the recruitment engine smarter and more cost-effective.

The Bigger Picture: Why Attrition Analytics Matter

What began as an ad-hoc meeting turned into a company-wide shift in how hiring was approached. ACME’s story underscores a simple truth: hiring data is not just for reports—it’s for decisions. With the right tools and mindset, HR teams can predict attrition risks, optimize hiring channels, and save significant costs in the process.

Download now to learn how data-driven hiring decisions can unlock smarter recruitment and lasting retention.

You May Also Like: How Noise Transformed Its HR Operations with Keka