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Interpreting the Talent Audit Report


Getting the most from a Talent Audit Report

Your Talent Audit Report is an ideal tool for developing groups or teams.  It looks at your group’s Caliper results in combination to help you understand: 

  • Patterns in strengths or challenges for the group
  • How the group looks as a whole in terms of potential job fit and relevant behaviors
  • Possible training or development needs 
  • How each person’s work approach plays out in relationship to the others in the group
  • How to leverage the different styles within the group to make it as effective as possible

This interpretive guide will take you through your Talent Audit Report section by section, showing you exactly how to leverage it for your team’s success.

Tip: This report’s content sings best when leveraged in team building workshops or other engagements where you and your team can put these insights into action. Contact us to learn more about how we can support or facilitate your team building initiative.

Group Analysis: Composite of traits by performance area

The blue horizontal bars in this graph represent overall trends in scores across your team. Each bar is centered around the average score for the group. The width of the bar shows how diverse the group is for that score. The narrower the bar, the more similar the group’s results are. The wider the bar, the more diverse the group is on that score. Wide bars that are centered toward the middle tend to indicate no meaningful similarity across the group. 

Note: Composites are the only parts of the Talent Audit Report that refer directly to the individual Caliper traits. Traits, unlike behaviors and competencies, have neither a “strong” nor a “weak” connotation (with the one exception of Abstract Reasoning). Traits measure specific raw motivations, which work together to influence our behavior. Be wary of using language like “strong” or “weak” when referring to these scores, and avoid emphasizing a single score in isolation. For more information, see our Guide to Caliper Scoring.


Example 1: Highly diverse group

This extremely wide bar indicates the group is highly diverse in its scoring for Empathy, with no meaningful similarity across the group. The individual scores (added here for illustration) show just how different these individuals are.


Example 2: Highly similar group

The narrowness of this bar indicates a highly similar group. This group seems consistently motivated by Thoroughness. Note that even for a similar group, many individuals’ plot points (added here for illustration) will not fall directly within the blue bar.


Questions to ask of the composite:

  1. On which scores are the blue bars the narrowest? These indicate where the group is most similar. What do these say about the group’s most consistent strengths or challenges?
  2. On which scores are the blue bars the widest? These are areas where team members are most different from each other. What benefits or challenges could these bring to the group’s goals?

Group Analysis: Patterns across the group

These stacked bar graphs show what percentage of the group fell in the strong, moderate, and weak range for each competency in your job model.  Below each competency is a set of specific behaviors that express the competency in the workplace. When reviewing this section, focus on how potential is distributed across your team. Look for patterns in terms of common strengths, common weaknesses, or ways in which the group is diverse. 


Examples of noteworthy patterns:

Predominant Strength
Predominant Challenge
Diverse Team
Polarizing Factor

Questions to ask of this section:

  1. Which bars are mostly green or mostly red? These are areas of common strength or challenge for the group. 
  2. Are there any bars split between green and red, with little or no yellow? These may be polarizing factors for your group. How do these polarized dynamics affect group performance?
  3. Look closely at the representative behaviors for each competency. Even competencies where the group is strong overall may have room for growth in specific behaviors. Competencies where the group is weak overall may have a behavioral strength that can be leveraged for success.

Group Analysis: Competency/behavioral potential overview

This view puts the group’s average scores for each competency in one place. The scores are sorted in order of strength, from highest to lowest. Use this to view the overall strength of your group for this job model, as well as to illustrate which areas might need the most development for the group.

Questions to ask of this section:

What are the group’s greatest natural strengths? How are those playing out in its performance right now? If the strengths aren’t currently being expressed, what factors might be holding them back?

Where does the group face the greatest natural challenges? How might those areas be managed, developed, or offset by the group’s strengths?

Group Analysis: Top and bottom behaviors

This view highlights the four highest and lowest behavior scores for the group. While competencies emphasize overall work results, these behaviors shed insight into concrete actions that might help or hinder success. 


The group of managers shown above has been struggling. Despite implementing several new strategies this year, their teams just don’t seem to be making their numbers.  These results suggest their problems are likely arising from poor follow-through, rather than flaws in the strategy itself. These bottom four behaviors specifically may be a good place to start as they round out their management approach.

Questions to ask of this section:

  1. How do these behaviors line up with the group’s current challenges? What are the consequences of those behaviors? What behavior would you like to see instead?
  2. Could any of these strengths be harnessed to improve upon the challenges?
  3. Is the group being given the opportunity to fully leverage its strengths?

Individual Potential: Competencies and behaviors

This section allows you to see all the individuals’ data points side by side in a color-coded grid. This section will help you:

  • Easily spot trends and see who stands out in terms of strength or weakness
  • Identify which behaviors a person can use to balance out their weak spots.

Watch for these key patterns (illustrated below):

  1. Trending strength or weakness across a row, indicating a particularly strong or challenged individual.
  2. Individuals with strengths or challenges that stick out from the rest of the group, such as possessing a strength where most of the group is challenged.


Questions to ask of this section:

  1. Are there columns that trend negatively for the group as a whole? Which individuals stand out from the rest in these columns? How might they play a leadership role for the team in this area? 
  2. What training or development initiatives would be most helpful to the group as a whole? To specific people? 
  3. How can the stronger individuals bolster the group where it’s weak? How can the group members support one another?

Individual Potential: Work styles

The work style plots in this section allow you to easily compare and visualize the work styles of the team. There are five major style categories available to illustrate these dynamics:

  • Teaming styles influence the roles we tend to play on collaborative teams.
  • Communication styles shape the way we prefer to exchange ideas with others.
  • Interpersonal styles shape how we prefer to engage with others in our work.
  • Problem Solving and Decision Making styles affect how we weigh information and make choices in our work.
  • Personal Organization and Time Management styles shape how we approach process and organize our work.

The following detailed guides can be used by leaders and team members to interpret and leverage styles plots:

Individual With the Group: Individual Overlays

These visuals show how each person’s personality trait scores relate to the trends of the group. This allows you to compare the motivations of an individual to those of the rest of the team. Definitions for each trait can be found here. Just like in the Group Analysis: Composite Graph section, the blue composite bars on these graphs are centered around the average score for the group. The width of each bar indicates the degree of variation within the group for that score. The narrower the bar, the more similar the group’s results are. The wider the bar, the more diverse the group is on that score. 

Keep in mind:

  • The blue bar does not represent an “ideal range”. 
  • Traits, unlike behaviors and competencies, are not inherently positive or negative.
  • Traits should not be interpreted in isolation from other traits. For more information, see our Guide to Caliper Scoring.


Observation 1: This group as a whole trends toward high scores on abstract reasoning. Theresa’s score is particularly high compared to the rest of the group, meaning she can keep up with the group’s problem solving activities and may even notice patterns others do not.

Observation 2: Compared with the group as a whole, Theresa is less motivated by idea orientation - a desire to develop new ideas or approaches when solving problems. This difference in style might come up when the group addresses problems together.

Interpretation Tip: The width of the composite bar represents the group’s degree of similarity. The individuals’ actual data points need not (and frequently will not) sit within the blue range, as illustrated here.

Example 1: Distribution of a diverse group

Example 2: Distribution of a similar group

Questions to ask of this section:

  1. Where does each individual stand out most dramatically from the group, and where do they most blend in? 
  2. How could these similarities or differences impact how the person collaborates with or participates in the group?

Additional Resources:

What is the Talent Audit Report

Generating a Talent Audit Report from Caliper Analytics™

Sample Talent Audit Report

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