In This Article
What is Caliper Analytics™?
Caliper Analytics™ is an easy-to-use dashboard that provides access to your workforce’s Caliper Profile data. Caliper Analytics™ provides you the tools to immediately filter, summarize, compare, and evaluate the data to drive your talent management decisions. Your Caliper assessments are a powerful source of data about your candidates and employees and can help you hire and develop your talent more efficiently.
Where do I start?
1. Identify your Analytics users
Carefully consider who, other than yourself, will have access to Analytics. Each user will have access to all Caliper data for your organization. Share this list with your Caliper team, and raise any concerns you might have about confidentiality.
2. Get trained
If you haven’t already, schedule an Analytics training session. Your Caliper team will take you through the interface step-by-step and show real-time examples to get you up and running. Make sure to schedule your training when all of your users can attend. Email your team to set up your session.
3. Log in and explore
If Analytics is part of your license subscription with Caliper, you can begin using it immediately. Access it via the Analytics tab at the top of your client portal.
Use cMetrics to filter and compare your talent against specified job fit scores, competencies, or behaviors.
Use cTalent to compare and analyze teams.
We recommend reading our Caliper Analytics™ Overview for suggested use cases for both of these tabs.
4. Design questions you’d like Analytics to answer
It’s easier to design an analysis when you know what you want to learn. Here are a few examples to inspire you:
Examples of cMetrics questions:
- Which individuals in this role could be groomed for a new position?
- What does the leadership pipeline look like for this group?
- What future roles might this employee enjoy?
- How do my employees compare against this specific set of criteria?
- Which of my past or current candidates would be a good fit for these criteria?
Examples of cTalent questions:
- What roles will people likely play in this team?
- How will these individuals relate in terms of their own strengths and weaknesses?
- What are some good training opportunities for individuals in this group as a whole?
- How will this team function together?
- What are their overall strengths and challenges?
5. Start your analysis
Once you have a few questions in mind, you can start your analysis right away or set up time with your Caliper team. Your Consultant can support you in building views - useful ways of displaying your data - to answer your questions.
Here are some articles with more guidance on building views:
Best practices to keep in mind
1. Start your analysis with a goal in mind
Analytics puts a vast amount of information at your fingertips. By starting with a specific guiding question, you can avoid becoming lost in the data and dive straight to the information you need.
2. Be consistent when performing analysis for hiring or selection
For legal and ethical reasons, always ensure that each of your candidates is compared against the same criteria. If you aren’t sure which criteria to emphasize, you can always ask your Caliper Consultant for guidance.
3. Avoid anecdotal conclusions
It’s tempting to use your top one or two performers as a “bar” for other employees. There’s no harm in including standout individuals for comparison, but use care. One or two data points are not enough to conclude which of the person’s traits and behaviors are causing success. Some individuals may even be successful in spite of their natural tendencies. The safest way to ensure you’re predicting success for a role is to use one of Caliper’s validated job models that best fits the position.