ICYMI: 3 Companies Using Big Data to Change the Recruiting Game
September 3, 2019
In the constant, fast-paced news cycle of today, we know it gets difficult to catch every HR trend, tip and thought sent your way. That's why we're starting a new series, "In Case You Missed It," to recap our most popular stories from every month.
Big data — and its potential to help companies predict which employees are likely to flourish or flail— is all the rage among HR departments today. What's most exciting about data-driven insights is that they're often surprising or counterintuitive — such as the discovery one company made that Ivy League graduates who once toiled in minimum wage jobs perform better at work than those who didn't. How are companies like Xerox, Sears and Wells Fargo putting their big data findings to use?
We email before breakfast and after dinner. We hold meetings from cars, bedrooms and street corners. And anything from a coffee shop to an airport lounge can be an office. Constant connectivity has a dark side (see: overwhelmed employees), of course, but it also paves the way for something overwhelmingly positive: more customizable, human-focused schedules. But what, exactly, does a workday on flextime look like? Our infographic shows how three very different employees might slice and dice their workdays.
Zappos recently removed job postings from its career page, instead inviting visitors to become "insiders" by signing up and starting conversations with different teams. The Zappos approach is just one example of a Web 3.0 talent community, a loosely defined buzzword that describes a variety of online communities where companies and individuals come together. Marvin Smith, talent community strategist at Lockheed Martin, shares five lessons for cultivating talent communities that last.
Surprisingly, Merriam-Webster Dictionary's 2014 Word of the Year wasn't "selfie" or "twerking." Rather, it was something with a little more gravitas: "culture." Vivek Wadhwa, a tech entrepreneur and academic who has researched and written extensively about diversity in Silicon Valley, offers three signs your company’s culture isn't as inclusive as you'd like to think.