One common mistake of HR analytics professionals is to overplay the idea that only objective data has value. To balance the scales, here are some situations where objective data may be less useful than informed opinion:
When the objective data isn’t particularly relevant: We may have lots of data about employees, but none of it may be relevant to the question we are trying to answer. For example, why do people keep quitting our call center jobs? The main reason may be that the facility is too cold in the winter and too hot in the summer.
