By Bernard Marr
Combining social media and big data is resulting in the creation of a wonderland of possibilities for HR – the arm of business dedicated to making sure a company has the right people in the right place at the right time.
If you’re responsible for picking out candidates for jobs, or managing internal reshuffles, you’re probably already aware of the recent explosion of ways to sort the wheat from the chaff – or at least, talk of it.
And if you’re one of the millions seeking employment, you should be more aware than ever of what you should, or shouldn’t, be sharing, to make yourself an enticing prospect.
However there is a vast difference in the effectiveness of big data analytics in HR between different companies. A study last year by Forbes found that while 60% of companies claim to be integrating it into their procedures, just 4% have reached the stage of putting predictive analytics to work for them.
This is where companies are able to take the freshly analyzed data and use it to make informed decisions about the future of its business.
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