{"id":7579,"date":"2026-03-11T14:56:23","date_gmt":"2026-03-11T14:56:23","guid":{"rendered":"https:\/\/aomtodayprod.wpenginepowered.com\/?p=7579"},"modified":"2026-03-11T18:57:03","modified_gmt":"2026-03-11T18:57:03","slug":"where-people-analytics-falls-short-and-why-it-matters","status":"publish","type":"post","link":"https:\/\/www.aom.org\/today\/where-people-analytics-falls-short-and-why-it-matters\/","title":{"rendered":"Where People Analytics Falls Short\u2014and Why It Matters"},"content":{"rendered":"

By Jason Collins<\/a><\/p>\n

From resume filtering to predictive candidate scoring, people analytics can streamline recruitment, but these tools only scratch the surface and may cause hiring managers and recruiters to overlook strong candidates.<\/p>\n

Academy of Management Scholar Sekou Bermiss<\/a> of the University of North Carolina\u2019s Kenan-Flagler Business School said that many companies \u201care using some sort of analytics to help weed out the large number of people applying to get to a smaller, more manageable number that is being hired.\u201d<\/p>\n

This makes hiring more efficient, but Bermiss believes there are two areas where people analytics falls short, putting certain candidates at a disadvantage and making it more difficult for organizations to identify the best fits.<\/p>\n

\u201cWhen it comes to measuring individuals, development, and performance feedback, those tend to be a lot less analytics-driven and a lot more driven by how a manager feels,\u201d Bermiss said.<\/p>\n

Calculating how well individuals will fit into organizational culture is another area where people analytics falls short.<\/p>\n

\u201cCulture is also another very fuzzy, squishy construct,\u201d Bermiss said. \u201cPeople know it when they experience it, but how do you measure it?<\/p>\n

\u201cIn the last few years, there\u2019s been a lot of advances in the ability to measure certain specific types of culture to determine whether certain cultures are spreading or whether you have people with anxiety in your organization,\u201d he said.<\/p>\n

Bermiss said he believes that people analytics can also be improved to address employees\u2019 performance and well-being after the hiring and onboarding stages.<\/p>\n

\u201cHow are you making sure they\u2019re enjoying what they\u2019re doing?\u201d he said. \u201cThey\u2019re growing. They\u2019re developing, and they\u2019re becoming the leaders that can maybe lead the organization there.<\/p>\n

\u201cI think there\u2019s less analytics in this area, and that\u2019s a big opportunity for analytics to be applied.\u201d<\/p>\n","protected":false},"excerpt":{"rendered":"

By Jason Collins From resume filtering to predictive candidate scoring, people analytics can streamline recruitment, but these tools only scratch the surface and may cause hiring managers and recruiters to overlook strong candidates. Academy of Management Scholar Sekou Bermiss of the University of North Carolina\u2019s Kenan-Flagler Business School said that many companies \u201care using some […]<\/p>\n","protected":false},"author":13,"featured_media":7395,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[20,74,19,342],"tags":[],"sp_smart_badges":[],"ppma_author":[841],"class_list":["post-7579","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-careers","category-hr","category-leadership","category-technology"],"acf":[],"yoast_head":"\nWhere People Analytics Falls Short\u2014and Why It Matters - Academy of Management Today<\/title>\n<meta name=\"description\" content=\"From resume filtering to predictive candidate scoring, people analytics can streamline recruitment, but these tools only scratch the surface and may cause hiring managers and recruiters to overlook strong candidates.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.aom.org\/today\/where-people-analytics-falls-short-and-why-it-matters\/\" \/>\n<meta name=\"twitter:label1\" content=\"Written by\" \/>\n\t<meta name=\"twitter:data1\" content=\"Jason Collins\" \/>\n\t<meta name=\"twitter:label2\" content=\"Est. reading time\" \/>\n\t<meta name=\"twitter:data2\" content=\"2 minutes\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\\\/\\\/schema.org\",\"@graph\":[{\"@type\":\"Article\",\"@id\":\"https:\\\/\\\/www.aom.org\\\/today\\\/where-people-analytics-falls-short-and-why-it-matters\\\/#article\",\"isPartOf\":{\"@id\":\"https:\\\/\\\/www.aom.org\\\/today\\\/where-people-analytics-falls-short-and-why-it-matters\\\/\"},\"author\":{\"name\":\"Jason Collins\",\"@id\":\"https:\\\/\\\/www.aom.org\\\/today\\\/#\\\/schema\\\/person\\\/9552e9718df5b29713d7c49aea25a029\"},\"headline\":\"Where People Analytics Falls Short\u2014and Why It Matters\",\"datePublished\":\"2026-03-11T14:56:23+00:00\",\"dateModified\":\"2026-03-11T18:57:03+00:00\",\"mainEntityOfPage\":{\"@id\":\"https:\\\/\\\/www.aom.org\\\/today\\\/where-people-analytics-falls-short-and-why-it-matters\\\/\"},\"wordCount\":312,\"image\":{\"@id\":\"https:\\\/\\\/www.aom.org\\\/today\\\/where-people-analytics-falls-short-and-why-it-matters\\\/#primaryimage\"},\"thumbnailUrl\":\"https:\\\/\\\/www.aom.org\\\/today\\\/wp-content\\\/uploads\\\/2025\\\/08\\\/woman-man-using-people-analytics-scaled.jpg\",\"articleSection\":[\"CAREERS\",\"HR\",\"LEADERSHIP\",\"TECHNOLOGY\"],\"inLanguage\":\"en-US\"},{\"@type\":\"WebPage\",\"@id\":\"https:\\\/\\\/www.aom.org\\\/today\\\/where-people-analytics-falls-short-and-why-it-matters\\\/\",\"url\":\"https:\\\/\\\/www.aom.org\\\/today\\\/where-people-analytics-falls-short-and-why-it-matters\\\/\",\"name\":\"Where People Analytics Falls Short\u2014and Why It Matters - Academy of Management Today\",\"isPartOf\":{\"@id\":\"https:\\\/\\\/www.aom.org\\\/today\\\/#website\"},\"primaryImageOfPage\":{\"@id\":\"https:\\\/\\\/www.aom.org\\\/today\\\/where-people-analytics-falls-short-and-why-it-matters\\\/#primaryimage\"},\"image\":{\"@id\":\"https:\\\/\\\/www.aom.org\\\/today\\\/where-people-analytics-falls-short-and-why-it-matters\\\/#primaryimage\"},\"thumbnailUrl\":\"https:\\\/\\\/www.aom.org\\\/today\\\/wp-content\\\/uploads\\\/2025\\\/08\\\/woman-man-using-people-analytics-scaled.jpg\",\"datePublished\":\"2026-03-11T14:56:23+00:00\",\"dateModified\":\"2026-03-11T18:57:03+00:00\",\"author\":{\"@id\":\"https:\\\/\\\/www.aom.org\\\/today\\\/#\\\/schema\\\/person\\\/9552e9718df5b29713d7c49aea25a029\"},\"description\":\"From resume filtering to predictive candidate scoring, people analytics can streamline recruitment, but these tools only scratch the surface and may cause hiring managers and recruiters to overlook strong candidates.\",\"breadcrumb\":{\"@id\":\"https:\\\/\\\/www.aom.org\\\/today\\\/where-people-analytics-falls-short-and-why-it-matters\\\/#breadcrumb\"},\"inLanguage\":\"en-US\",\"potentialAction\":[{\"@type\":\"ReadAction\",\"target\":[\"https:\\\/\\\/www.aom.org\\\/today\\\/where-people-analytics-falls-short-and-why-it-matters\\\/\"]}]},{\"@type\":\"ImageObject\",\"inLanguage\":\"en-US\",\"@id\":\"https:\\\/\\\/www.aom.org\\\/today\\\/where-people-analytics-falls-short-and-why-it-matters\\\/#primaryimage\",\"url\":\"https:\\\/\\\/www.aom.org\\\/today\\\/wp-content\\\/uploads\\\/2025\\\/08\\\/woman-man-using-people-analytics-scaled.jpg\",\"contentUrl\":\"https:\\\/\\\/www.aom.org\\\/today\\\/wp-content\\\/uploads\\\/2025\\\/08\\\/woman-man-using-people-analytics-scaled.jpg\",\"width\":2560,\"height\":1707,\"caption\":\"People analytics can streamline recruitment but have downsides. 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