Which metric is used to assess global talent pipeline health?

• A. Employee attendance rate.
• B. Overtime hours per employee.
• C. Time-to-fill for international roles.
• D. Training cost per head.

Answer: (C)

The main concept tested is how quickly and effectively a company can staff roles across multiple countries, which shows how healthy its global talent pipeline is. Time-to-fill for international roles measures the period from when a job opening is created to when an offer is accepted for positions abroad. This directly reflects the efficiency and robustness of global sourcing, screening, relocation, visa, and onboarding processes. A shorter time-to-fill abroad indicates that internal candidates are readily mobilizable or that external markets align well with demand, signaling fewer bottlenecks in mobility and regulatory clearance and enabling faster deployment for global operations, leadership development, and strategic projects.

In contrast, attendance rate focuses on day-to-day presence, overtime hours per employee on workload and efficiency, and training cost per head centers on costs or workload rather than how ready the organization is to fill international roles. While those metrics have value, they do not directly reveal the health of the global talent pipeline.