Attrition Risk Index Template
Reduce preventable turnover by strengthening selection signals. Use the ARI template to pinpoint where hiring risk is entering your funnel.
The skills signals you're missing
When skills aren’t properly validated during hiring, gaps stay hidden. This means that on paper, candidates look capable, but in practice, they struggle to meet the role’s demands. In the end, you’re left with a team that underperforms because their skills don’t match the role.
What is the ARI?
The Attrition Risk Index (ARI) is a metric that helps you predict the likelihood of employees leaving a company. It doesn’t replace hiring processes, but it helps you see where attrition risk is highest so you can act before turnover happens.
At its core, ARI is a scoring system that classifies attrition risk as Low, Medium, or High. It measures risk based on factors like skills scarcity, role criticality, reliance on proxy signals, and alignment between skills and role demands.
What does the ARI Template measure?
- Step 1
Start by developing a list of the roles you want to assess. While doing this, be sure to note the attrition factors and score each candidate according to how exposed they are to the risk. Remember that you’re not assessing their performance. Rather, you’re rating the level of risk they’re vulnerable to.
- Step 2
Next, enter the data into the spreadsheet accordingly. Low scores should be assigned to situations where employees aren’t exposed to the specific factors, and higher scores to scenarios where they are more exposed. When you’re done, the template organizes the factors and helps you see patterns in risk.
- Step 3
When you’re done entering all the scores, the template highlights low, medium, or high attrition risk for each role or team. Note that risks are recognized from an average. This indicates moderate or emerging risk. It helps to show which drivers are contributing most to risk, so you know where to focus.
- Step 4
Based on the insights from the template, you can now adjust your hiring strategies, training, or support for high-risk roles. Our ARI template also suggests some actions to curb the risk. It’s important to follow through with these actions so you can see results.
THE PROBLEM
Skills shortages and early attrition compound risk
When hard-to-fill roles stay empty, the pressure to fill them grows, while teams struggle to keep up with work and make up for the gap. As a result, companies struggle with:
- Spending time and resources hiring people who later leave.
- Why are leading companies are moving away from outdated hiring models?
- Trying to motivate existing teams and boost productivity to no avail.
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