Computer-generated team based metrics for candidate onboarding and retention

A computer-implemented method, comprising:

• determining, via a processor, metrics of a candidate that is interviewing for a position in a team of an organization;
• determining, via a processor, diversity metrics of a candidate that is interviewing for a position in a team of an organization;
• determining, via the processor, diversity metrics of each individual member of the team;
• calculating, via the processor, a first diversity score for the team based on the diversity metrics of each individual member of the team;
• calculating, via the processor, a second diversity score for the team based on the diversity metrics of each individual member of the team and the diversity metrics of the candidate;
• determining, via the processor a diversity variance comprising a difference between the first diversity score and the second diversity score;
• determining, via the processor, candidate interaction metrics for the candidate based on natural language processing of communication data corresponding to the candidate that is stored in a communication database, wherein determining the candidate interaction metrics comprises:
• receiving an audio recording of a first candidate interaction;
• performing natural language processing of the audio recording of the first candidate interaction;
• identifying a result set comprising recurring positive words and recurring negative words in the first candidate interaction based on the natural language processing;
• and
• determining the candidate interaction metrics based on the result set;
• and
• recommend a corrective action to a recruiter based on the diversity variance and the candidate interaction metrics.

A computer program product comprising a computer readable storage medium having program instructions embodied therewith, the program instructions executable by one or more processors to cause the one or more processors to perform operations comprising:

• determining diversity metrics of a candidate that is interviewing for a position in a team of an organization;
• determining diversity metrics of each individual member of the team;
• calculating a first diversity score for the team based on the diversity metrics of each individual member of the team;
• calculating a second diversity score for the team based on the diversity metrics of each individual member of the team and the diversity metrics of the candidate;
• determining a diversity variance comprising a difference between the first diversity score and the second diversity score;
• determining candidate interaction metrics for the candidate based on natural language processing of communication data corresponding to the candidate that is stored in a communication database, wherein determining the candidate interaction metrics comprises:
• receiving an audio recording of a first candidate interaction;
• performing natural language processing of the audio recording of the first candidate interaction;
• identifying a result set comprising recurring positive words and recurring negative words in the first candidate interaction based on the natural language processing;
• and
• determining the candidate interaction metrics based on the result set;
• and
• recommend a corrective action to a recruiter based on the diversity variance and the candidate interaction metrics.