Algorithmic staff recruiting

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Algorithmic staff recruiting


 While you may not know the term “work-force science” your next job may be determined by Big Data.  A small but growing trend is emerging with recruiters and Silicon Valley start-ups to find top talent using analytics based on publicly available data.

The search for top talent using data and social media has been revolutionized by sites such as LinkedIn and the bar is being raised by new start-ups seeking to cash in.  Luca Bonmassar is the founder of Gild, a new entrant in the talent search industry to use proprietary analytics to find talent for highly sought after computer programmers.

Bonmassar and others in this field are turning traditional metrics of recruiting on its head by developing algorithms to determine how well someone will perform on the job.  

The traditional markers of top talent such as the college you attended, referrals from colleagues or your past career path may become less relevant, at least for high tech talent.   Gild searches for other clues to determine job performance by scouring the web and social media in search of test scores, relevance in the blogosphere, and other soft skills that may not be apparent in a resume.

Gild is not alone.  According to the New York Times author Matt Richtel, “competitors such as TalentBin, RemarkableHire, and Entelo” all perform their own version of data analytics to uncover talent for firms seeking hard to find top talent. 

Not everyone is convinced that Big Data is a huge improvement over the current process performed by human resources according to Susan Etlinger, data analyst with Altimeter Group.  “The big hole is actual outcomes,” she said. “What I’m not buying yet is that probability equals actuality.”  However, Etlinger concedes “it’s worth a try. “

The potential and risks associated with Big Data will no doubt have a profound impact of our lives in ways not yet contemplated.  The concept of privacy is evolving along with its inherent risks and opportunities for sharing data to create new opportunities.  

But don’t be surprised in the near future when the email you receive for a new career opportunity comes from a computer program instead of a human.

Originally article written By MATT RICHTEL / The New York Times
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