“Data is not information, information is not knowledge, knowledge is not understanding, understanding is not wisdom.”
- Clifford Stoll, astronomer and pioneer of the Internet
While in general we applaud the current rise in the use of data in hiring, we are also prompted to repeat this caution: a fool with a tool is still a fool.
This was brought to our attention in a recent Wall Street Journal article, “Meet the New Boss: Big Data”, with the sub-headline: “Companies Trade in Hunch-based Hiring for Computer Modeling.” The article explored the rise in the use of assessments and algorithms in hiring.
We believe that using valid data to inform hiring is good; totally eliminating human judgment is not. In contrast to some hiring tools in the marketplace, Predictive Index® hasn’t minimized human judgment. Predictive Index isn’t just “software;” it is a brain tool. In addition to software, we provide accurate data, PLUS a model of education and support that helps clients make better decisions. We don’t replace the need for people to make smart decisions based on the all the data available to them.
Here are three other key points to keep in mind about Predictive Index in the larger context of assessments.
- PI® is EEOC compliant because it only measures personality factors that are job related. Attitude, where you live and alcohol use (which are mentioned in the WSJ article) are not measured by PI. Thus, it’s safer from a risk perspective.
- PI is job and company specific. That is, a Call Center Representative at one company isn’t necessarily exactly the same job as one with the same title at another company. Any assessment that takes a one-size-fits all approach to benchmarking success in a job is not as accurate as PI.
- PI isn’t just about job fit. Indeed it’s important that we hire the right people into jobs. However, PI provides a window into team fit and organization/culture fit. Our ability to add value at all three of those levels sets PI apart from other tools.
What are your thoughts about the rise in the use of data in hiring? Contact me.