6. Experts caution that big data,
like any other, is only as good
as the questions being asked
– and that some algorithms
can make unhelpful
assumptions.
7. “2”
Managers who focus too
much on performance at
the expense of people can
be ruinous to the
organization over the long
term
8. Using an outcome metric like an
executive’s earnings
performance, while ignoring his
role as a boss and his impact on
the morale, loyalty, focus, and
stress levels of his direct
reports, may result in a false
indication of who’s really the
best boss.
10. “1”
Algorithms have their own
limitations. The assumptions
built into a test can
themselves be biased against
certain traits and so
discriminate unfairly.
11. “2”
For a hiring manager-the
strongest predictor of a
person’s future behavior is
their past performance itself.
