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Why Big Data Matters in Human Resources

By   /  June 24, 2013  /  1 Comment

giant stack of resumesby Angela Guess

Meghan Biro of Forbes reports, “Nowhere is Big Data more valuable than in Human Resources and Talent Management. For decades the gold standards in HR were the resume and personal interview. But a resume can hide a thousand faults and interviews favor those who are articulate and personable. HR and Recruitment staff often had to rely on instinct in making the final decision. By creating new streams of verifiable information about potential hires, Big Data is changing that. As LinkedIn‘s VP of Talent Solutions and Insights, Dan Shapero says: ‘Recruiting has always been an art, but it’s becoming a science’.”

Biro continues, “Big Data’s greatest HR value may well be as a predictive tool. By analyzing the skills and attributes of high performers, Big Data allows organizations to build a template for future hires. HR can learn what to look for with incredible precision. The results of these analyses can sometimes be surprising. Degrees from fancy colleges have, in some organizations, turned out to be lousy predictors of success. Similarly, an impressive resume may not necessarily mean someone is good match for your organization. Big Data is democratic, supporting a meritocracy and enabling companies to make smarter decisions; Google  has an entire HR division devoted to “people analytics” which measures qualities such as social skills, flexibility, emotional intelligence, initiative, attitude (negative or positive), and perseverance.”

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