This page answers questions regarding Caliper Analytics, an add-on element of the Client Portal.
Among other things, Caliper Analytics enables you to collaborate and share talent analytics with others.
See the accompanying Caliper Analytics articles for more in-depth information.
Caliper Analytics is an add-on element of the Client Portal that helps you to readily identify and group like candidates and enables you to collaborate and share talent analytics with others.
At the outset, a Caliper consultant will work with you to analyze and define the position(s) that you want to fill. In all, the consultant will help you by:
- Identifying the Caliper Job Match(es) that correspond to the position(s) that you want to fill,
- Identifying key Competencies and key Behaviors required for success in those position(s), and
- Setting up those positions in the Caliper Analytics system and building your customized dashboard.
As a Caliper Analytics client, not only can you assess potential candidates as well as current employees, but these results will be available immediately in your Caliper Analytics dashboard.
- Using custom searches and filters based on key Job Matches, Competencies, and Behaviors, you can evaluate and select the best talent to fill your open positions.
- Using additional display techniques, you can achieve a richer visual comparison of individual assessees.
- Your Caliper consultant will be available at any time to discuss candidates and to help you throughout your hiring process.
Traditional assessment tools and reports provide you with a point-in-time snapshot, however accurate, of a candidate, employee, or team. Caliper Analytics offers you a real-time story that can continuously progress and transform with your changing requirements. It is a dynamic and flexible web-based tool that allows you to view both the current and future state of your entire workforce and make decisions accordingly.
Rather than flipping through static reports that might have to be re-run every time the role changes, you can now adjust job requirements in an instant and immediately identify who in your data pool will fit into your current and future positions.
The Caliper Analytics process can be viewed as three stages:
A Caliper Consultant will work with you to analyze and define the positions you want to fill. We will help you identify key responsibilities as well as the behaviors and traits required for success in those roles. Then, Caliper will be able to set up those jobs in the Caliper Analytics system and build your customized dashboard.
You will be able to assess potential candidates as well as current employees using Caliper’s assessments. Results will be available immediately in your Caliper Analytics dashboard.
Your Caliper Consultant will be available at any time to discuss candidates and to help you throughout your hiring process. Using custom searches and filters based on key responsibilities and behaviors, you will be able to evaluate and select the best talent to fill your open positions.
These three stages briefly outline Caliper Analytics in overview. For more information, see the answers to other questions on this page.
cMetrics, the default tab after clicking Analytics from the Banner Menu, is most helpful when you are looking for someone to fill a role/fit a certain set of criteria (e.g., high-potential candidates). This section effectively builds a view of relevant job families and behaviors for a client. A company's entire database could be available, although older or archived data may not be.
See the article Using cMetrics for Screening and Selection for more detailed information.
cTalent is best used for developmental purposes. cTalent allows you to look at patterns that exist within current teams and enables you to build hypothetical groups and create talent plots. Doing so should allow you to diversify a group and, using our four-quadrant view, foster a collaborative unit that features people of varying skillsets, not simply a group of like-minded people.
See the article Using cTalent to Drive Team Success for more detailed information.
cTalent enables you to:
- Look at how people function within an existing group
- See the overall strengths of the team
- Visualize how individuals relate to that group in terms of their own strengths and weaknesses
- Determine good training opportunities for individuals in the group as a whole
- Understand what roles people play in the team
Although the terms Client Portal and Caliper Analytics may be used synonymously, they are separate entities.
An assessee who has taken the Profile may appear in cTalent without appearing in cMetrics. Usually you would have the ability to compare assessees (say, a Trader) against those in cTalent (such as a Department Manager, even if the manager does not come up in your saved Trader view), but there are a few reasons as to why an assessee might not appear in cMetrics. Let’s go through a few simple steps to determine the answer.
If you are unable to find someone in cMetrics who you believe to be in cTalent, try these steps:
- Make sure to relax your filters, which may be set (for example) to Traders only, thereby excluding the person who is not appearing.
- Clear date ranges and job titles, especially if the person you are looking for is not in the same job as those from the main cluster.
- Pull the sliders all the way to 1 and 100 so that a person does not fall outside a given range.
- Check to see if the person is in cTalent. Even if you do not have access to this, we can, internally, check this area to see if the name exists.
- After eliminating reasons why a person might not be showing up in cMetrics—a filter or slider issue—and confirming that the person does appear in a cTalent search, you should consult your Caliper contact, who will take internal steps to resolve the issue.
Regardless of what combination of job matches or behaviors you wish to sort by, cMetrics limits you to 17 metrics. For example, you can choose one job match, five competencies, and 11 behaviors, or any other combination totaling up to 17 metrics.
We have limited cMetrics to 17 metrics for reasons of user ease and browser speed. Too many selections and the process becomes unwieldy, and this diminishes the effectiveness of Analytics.