Skills and Culture Analytics is a product that surfaces the most predictive and most prevalent Soft Skills among your employees, as well as the prevailing Culture and subcultures in your organization. By using these Analytics, you can identify the differentiating behavioral traits of your highest-performing teams and employees.

In order to identify these behavioral traits, we have enabled powerful filtering so you can get granular and specific across key employee segments.

We allow you to filter by Employee attributes, Searchlight scores, Job attributes, and any additional custom attributes shared with Searchlight:

Using the Skills & Culture Analytics, you can find which Strengths are most predictive of higher Quality of Hire, performance, and retention at your organization.

The "Predictiveness" column below is rated on a 3-bar scale. The more bars, the stronger we observe this Strength as a differentiator among the highest performers at your organization. Additionally, we also measure the number of employees within your organization that has that Strength.

There are many cases where the most prevalent Strengths are not the most predictive Strengths. In these case, we recommend you utilize the most predictive strengths when creating talent models and creating development plans.

Using the Skills & Culture Analytics, you can find which Growth Areas are most predictive of lower Quality of Hire, performance, and retention at your organization.

The "Predictiveness" column below is rated on a 3-bar scale. The more bars, the stronger we observe this Growth Area as a reason for lower performance and retention within your organization. Additionally, we also measure the number of employees within your organization that has that Growth Area.

We recommend you plan development plans and watch out for Growth Areas that have high predictiveness when using this feature. In the example below on Table 1, you can see how "Teaching Others" has the greatest prevalence among employees, but little to no predictive power. However, in Table 2, you can see Coachability has lower prevalence but higher predictive power.

In cases like this, we would recommend you orient development plans to improve Coachability among current employees and be more cautious of candidates with Coachability as a Growth Area when considering to make an offer.
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Table 1 - Organized by Prevalence (# of employees):
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Table 2 - Organized by Predictiveness:
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Using the Skills & Culture Analytics, you can find what the Culture is today and how the Culture is forecasted to be, based on where high performers in your organization are.

The forecast Culture represents the traits that are most predictive of higher Quality of Hire, performance, and retention at your organization.

We recommend using the Culture forecast as a Northstar to guide the culture alignment you look to bring on from new hires as well as to guide the development plans among current employees to drive higher performance and retention.

In the below example, you can compare the Culture - Today against the Culture - Forecast and see different results -- particularly in the "Outcomes Orientation" culture dimension. The Culture - Today has a greater share of "Supportive" employees, while the Culture - Forecast has a greater share of "Resulted Oriented" employees.

In the example shared previously above, we would recommend you start hiring for more "Results Oriented" employees, which may represent what your organization needs to thrive moving forward. In some cases, it is possible that having more "Supportive" employees was essential for your prior stage of business, but now having employees more "Results Oriented" will drive future growth.

To view Skills & Culture Analytics, select the "Skills & Culture" sub-tab in the main navigation under "Analytics".

The data shown on the Skills & Culture Analytics is an aggregation of all assessments conducted on employees from their pre-hire References and their post-hire Reflections. For example, in the screenshot below, John Smith has "Fast learner" as a Strength and "Teaching others" as a Growth Area, these would each count as a single tally in the "Soft Skills" sub-tab of Skills & Culture Analytics.

Similarly, John Smith leans "Structured" in the Innovative Culture Dimension. In this particular instance, John Smith would also count as a single tally in the "Culture" sub-tab on Innovative. While John Smith is a single data point, we aggregate "Culture" across the organization by taking an average of where all employees fit within each Culture Dimension.

This data can be used to improve hiring, onboarding, and development. By identifying the Soft Skills and Culture that are most predictive of high Quality of Hire, you can enhance your selection process by looking specifically for these behavioral traits as a Talent Model, which generates a Match Score.

Additionally, by understanding "Growth Areas" across your organization, you can create more impactful development plans that are tailored and personalized to each individual to drive performance and prevent unnecessary attrition.