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Are We on the Same Wavelength? Four Steps for Moving From Talent Signals to Valid Talent Management Applications

In their focal article, Chamorro-Premuzic, Winsborough, Sherman, and Hogan (2016) provide an overview of a number of new technologies with potentially significant implications for talent management related practices of industrial–organizational (I-O) psychology (both challenges and opportunities) that they label as “new talent signals.” These signals, they argue, are part of a revolution, due to increasing levels of social activity online as well as data-collection and mining techniques that have overtaken the conventional practice of talent identification in organizations. Their position is that these trends are leaving I-O psychologists in the dust in terms of our existing traditional theory, research, and methodologies. Their optimistic tone, however, also seems to suggest that while these approaches “have not yet demonstrated validity comparable with old school methods, they tend to disregard theory, and they pay little attention to the constructs being assessed (Chamorro-Premuzic et al., p. 634)” they may, in fact, have some legitimate basis in the identification of talent. Their point, of course, is that momentum in this area has surpassed human resources (HR), let alone I-O psychology, so that any concerns one might have about these trends are essentially “irrelevant.” This reminds us of a reference to lemmings going off a cliff together.