As is becoming more prevalent, there are three emails in my inbox this morning, all with some post or webinar about “Big Data.”
TLNT is hosting a webinar titled Enabling Success With Big Data – Driven Talent Acquisition, Talent Management magazine has an article, Where’s the Value In Talent Analytics, and Chief Learning Officer magazine has The ‘Datafication’ of Learning.
Recently, LinkedIn published an article (Why We No Longer Need HR Departments) and a Spreecast (Is It Time To Fire Your HR Department?), both featuring Bernard Marr, described as a “best-selling author and enterprise performance expert.” The post had 19,000 LinkedIn shares, and 1,143 tweets as of 2 pm the day it was published. Read more…
Interested in learning how “Big Data” can help improve your company’s HR and Recruiting functions? We have an upcoming webinar on TLNT that will show you everything you need to know.
Check out, “Big Data Recruiting – What it is, What it is Not, and Why You Need Recruiting Analytics Regardless” with Mark Tortorici, sponsored by Jibe, on Nov. 21 at 2 pm EST. Also, stay tuned for TLNT’s upcoming webinar December 18th with David Bernstein on “Enabling Success With Big Data – Driven Talent Acquisition” sponsored by Jobvite.
Unable to attend on those dates? No problem. Register online for the Nov. 21 webinar and you will automatically receive a link to the webinar recording to view at your convenience. As always the TLNT webinars are complimentary.
Being surprised is rarely a good thing in business.
One of the reasons Big Data has quickly become the darling of business is because its insights help diminish the likelihood of surprises.
The game-changing nature of Big Data analysis is that it enables businesses to leverage what they’ve learned about themselves to develop more accurate models and forecasts, and to then monitor their performance in a near real-time mode. Read more…
There’s a lot of talk about Big Data these days and many HR people are either excited or intimidated by it. Maybe both.
Regardless, there seems to be more talk about “it” than on how to use it in solving problems or how HR can benefit from it.
So the question is how to use Big Data — what can you do to make sure you get meaningful results? Here are five (5) guidelines that will help keep you on the “straight and narrow.” Read more…
Nate Silver has a way with data.
He’s known for being an innovator in interpreting, simplifying and translating complex data with accuracy. Not your classic rock star career path. Last week he made news when he announced his move from The New York Times to ESPN.
The celebration of a data guy’s career move is a signal that the world is changing. The day for a strategic and visible career in data has arrived and it’s an essential talent for any organization. Read more…
Nothing excites organizations like another fad. The latest one happens to be a thing called “Big Data.”
Big Data refers to collecting so many performance numbers that understanding them becomes difficult.
Some people suggest Big Data be applied to HR, which brings me to my point. While Big Data might work for managing things and numbers, how can it apply to something few understand, let alone manage and measure — like human performance? Read more…
The news media and Internet have been sizzling ever since last week’s revelation by The Guardian and The Washington Post that the U.S. National Security Agency (NSA) has been tracking data from many U.S. phone calls as well as much of the world’s Internet traffic.
Amid retractions, corrections, denials, international concern, non-comments, and accusations galore, parsing through the implications of what exactly has been going on in both the secretive Foreign Intelligence Surveillance Act (FISA) court system and the NSA’s “PRISM” program is an important and ongoing conversation for civil society.
For businesses, data vulnerabilities — whether via government security programs or corporate espionage by foreign nations — are a real and constant threat. But what’s to be done? Read more…
The era of Big Data, and the technology and tools that accompany it, have opened the doors to new ways of designing and managing how we reward employees.
No longer must we treat our workforce as one big homogeneous mass. Now we can gather and analyze the data necessary to understand every individual’s needs, values and preferences – and tailor our offerings accordingly.
Much in the same way that Big Data has paved the way for marketing departments to customize their pitches and offerings to consumers.
It’s all good, right? Read more…
I know what it is to be a “passive” job candidate.
OK, so maybe I wasn’t really all that passive if you get right to it. But twice, I was recruited by a search firm for a job when I wasn’t exactly out on the market and actively looking. And, it was really flattering to have somebody reach out to me about some great new opportunity.
So, that’s why the whole crazy mania about the search for “passive” job candidates today leaves me scratching my head.
Yes, there have always been companies and search firms out there looking for good candidates who aren’t really looking, and there have always been candidates who aren’t really looking but are open to possibilities, but why has today’s focus on passive candidates seem to have turned obsessive and at the expense of so many good, solid, “active” candidates out in the job market? Read more…
Regular readers know I’m a big proponent of Big Data – especially Big Data for HR. It’s catching on and in a big way.
This article in the New York Times shares several examples of the benefits of workforce science, which it defines as:
It adds a large dose of data analysis, aka Big Data, to the field of human resource management, which has traditionally relied heavily on gut feel and established practice to guide hiring, promotion and career planning.” Read more…