Use Cases

Recognize trends and disruptions before they occur

Business & Economic Forecasting

Give your analytics an edge

Stay ahead of market events and quickly identify opportunities and risks. Access to unmatched labor market intelligence (LMI) data that allows you to forecast trends and market disruption before the competition. Turn data into dollars with access to over a million global micro and macroeconomic indicators.

  • Financial outlook
  • Investment analysis
  • Sentiment analysis
  • Competitive analysis
  • Economic impact studies
  • State and regional trends
  • Site selection
  • Historic variations
  • Capability benchmarking
  • Risk evaluations
  • Market disturbance and volatility

Keeping competitive

Compensation Analysis

 Next Generation Salary Data – See the forest and the trees

Traditional salary surveys weren’t designed to cope with today’s perfect storm of intense labor shortages, increased inflation, and the pervasive spread of remote and hybrid work arrangements.  Greenwich.HR offers pay data unlike anything you’ve experienced – real time, high-definition, company-originated. 

Our best-in-class data platform gives you the power to track pay practices in real-time, with the breadth and depth you need for even the most exacting compensation analytics.  Traditional salary surveys reflect pay decisions that are often 1-2 years old.  Our pay data is company-originated – not self-reported by current or former employees.  And, we collect pay data continuously, reflecting pay decisions for jobs that are being hired now.  80 percent of all the jobs we track include salary values.  This breadth of coverage provides  sample sizes that are many times what is available through traditional salary surveys, allowing much more powerful analysis and pay modeling.

  • Align salaries with market demand
  • ZIP-level pay benchmarking
  • Remote work benchmarking
  • Compensation cost analysis
  • Pay modeling
  • Benefit review and comparisons
  • Salaries (full-time vs. part-time positions)
  • Pay equity monitoring (gender, ethnicity, age, and tenure)
  • Job modeling and job structure design
  • Compensation review (across salary bands, job roles)

Talent Recruiting

According to a CEB Analytics study, solid HR analytics can improve talent outcomes by 12%. If “out of the box” software isn’t getting the job done, then it’s time to build a better mousetrap. Tap into the world’s largest labor market data set and get the insights you need to compete in today’s global hiring market.

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Over 5 million hiring organizations

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Over 600 million individual work histories

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Over 13 million new jobs each month

  • Hiring and pay behaviors
  • Competition comparisons
  • Job market trends and disturbance
  • Candidate supply and demand
  • Find talent by category (job title, skills, and more)
  • Compare time-to-fill, time-to-hire, and offer acceptance
  • Cost per-hire comparisons
  • Workforce growth strategy
  • Regional and local market analysis
  • Assess diversity
  • Identify high turnover areas

Workforce Analytics

Next-generation labor market data is becoming a must-have for savvy workforce analytics teams. Most workforce analytics efforts rely heavily on internal employee data, while external market data is limited to government census and survey-based data sources.  Modern developments have created an opportunity for novel and comprehensive external market datasets that significantly increase market insights and improve the value of your Workforce Analytics capabilities. 

The Greenwich.HR data platform is the largest and fastest source of real-time labor market data. Greenwich.HR clients are using our high-definition data platform to take their workforce analytics efforts to the next level.  Some of the impacts include:

  • Emerging skills trends, including the impact of high-demand skills on talent availability and compensation
  • Competitive analysis – in-depth analysis of competitors’ talent practices
  • Location analysis – including highly localized talent supply/demand, employee equity factors, environmental considerations that can impact recruiting and turnover, and localized rewards practices
  • Talent flow analysis – where talent is going to when it leaves a company, and where competitors are getting their talent from
  • Rewards trend analysis, including adoption of new non-pay rewards components