Talent management software is a hugely beneficial tool for gathering and presenting information that helps inform hiring and promotion decisions. However, it’s important to understand the purpose and appropriate use of this type of program so it is used as a tool rather than a crutch. This is particularly relevant when you are developing a profile of an employee. This initial assessment of personality traits and abilities may follow them through the rest of their professional career (at least within your company). That’s a sobering thought and one reason to make sure you fully understand how to interpret the data in front of you.
A Poor Understanding of Statistics Is a Common Pitfall
Mark Twain is famous for saying, “There are 3 kinds of lies: Lies, damn lies, and statistics!” Too often, statistics can confuse more than they clarify. While it’s easy to understand visually what percentile a job candidate or employee falls into on a graph, it takes wisdom gained through experience to assess the underlying relevance of each score.
For example, it’s best to avoid being obsessively concerned about one “key trait” or a close to “perfect score” when evaluating an employee for advancement in alignment with your succession planning goals. It’s more appropriate to evaluate several related traits that build a more accurate overall picture of a candidate. Ideally, your talent management software will help you do this more easily rather than doing it for you.
If the score on one trait or competency seems higher or lower than it should, you need to look beyond the computer screen. Follow up with in-person interviews, behavioral observation and other good old-fashioned investigative techniques to get a feel for what’s really going on. After all, you want an employee who works well in real life – not just one who looks good on paper!
