” Companies lack the capacity to intelligently analyze the data and they lack the systems and data structures to provide the usable data even though such data exists.”
“But Kenexa, which tested 30 million applicants last year for thousands of clients, has found that a lengthy commute raises the risk of attrition in call-center and fast-food jobs. It asks applicants for call-center and fast-food jobs to describe their commute by picking options ranging from “less than 10 minutes” to “more than 45 minutes.” The longer the commute, the lower their recommendation score for these jobs, says Jeff Weekley, who oversees the assessments.”

So they needed to analyze a ton of data to figure out that even the people who (have to) accept relatively low skilled/payed jobs are rational enough to use every opportunity to shorten their commute?!?

Well done, guys!

Read the entire post, Tim Ackermann does a good job at sorting out the current myth about ‘Big Data’.


While preparing some presentations for HR and recruitment peers I researched and re-thought the trends (aka buzzwords :-)) which are currently discussed in the HR and online community. I will add my thoughts over the next weeks (hopefully not months) and start with Big Data. Also thanks to @carllsons who included this topic in his presentation at the Social Media in HR Summit a few weeks ago.

Generally speaking, Big Data is…

… a collection of data sets so large and complex that it becomes difficult to process using on-hand database management tools. The challenges include capture, curation, storage, search, sharing, analysis, and visualization. The trend to larger data sets is due to the additional information derivable from analysis of a single large set of related data, as compared to separate smaller sets with the same total amount of data, allowing correlations to be found to “spot business trends, determine…

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