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Watch the session here.
Justin Hess, Senior I/O Psychologist at pymetrics, discusses why evaluating candidates using non-directional data can help talent leaders expand their views and form a more complete talent picture, surfacing candidates that could be a great fit for certain roles that don’t fall into the traditionally desired characteristics.
Directional data is when we restrict data to a dimension that has a singular value. For example, if the attribute desired for a candidate is creativity, directional data assigns creativity to a scale of 0% to 100%. Whether it is subconsciously or consciously, our minds associate different places on the scale as a positive or negative. However, this confines our minds into assuming either good or bad, or right or wrong from the data. So what’s the allure? Directional data is digestible, makes easy to rank individuals, and offers a “one size fits all” approach that quickly narrows down the pool of candidates available.
Traditional assessments typically evaluate self-restraint and attentiveness. In these assessments, the top candidates are thus both very restrained and attentive. Through the lens of such directional data, you are only able to see ¾ of the entire picture, which is not reflective of the world we actually live in.
Non-directional data expands the horizons of interpreting data and allows you to see the whole picture.
Approaching this data from a different perspective can reveal more about a candidate and broaden the pool of applicants that you consider. For instance, inattentiveness is often associated with creativity and impulsiveness can be correlated with efficiency. Data has shown that salespeople are more inattentive and impulsive, hence more creative and efficient. Yet, that would not be as apparent with the directional data approach. Non-directional data expands the horizons of interpreting data and allows you to see the whole picture.
Non-directional data helps you establish the DNA of your workforce. There is no right or wrong, just who best fits your organization. Listed are some non-directional behavioral data and the broad spectrum of meanings possible.
Using non-directional data does not limit behavioral factors to a scale of right or wrong or good or bad. Instead, the spectrum of results is extensive and allows for a comprehensive evaluation into the candidates best fit position within your organization.
Non-directional data can enhance your organization’s talent acquisition and talent management goals. This approach leverages an expanded view to better understand your workforce DNA, find the right path for your brand to succeed, and develop deeper organizational insights and actions.
pymetrics’ platform of non-directional data can help organizations determine your workforce’s unique differentiators. The dashboard illustrates all the attributes that make your employees distinct, and also allows you to hone in on your top performers. If your star employees are, say, cautious, deliberative, and action oriented, directional data would conclude these people are not quick decision-makers, they are action oriented, but then they are not willing to take risks. You just missed ⅔ of the picture because you only focused on their weaknesses and missed out on evaluating their strengths. Measure potential, not pedigree, with pymetrics.
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