Last week, I found myself wearing down several hours sitting in an airport by catching the latest and greatest in the HR/employment sphere through LinkedIn, when I stumbled onto an article by Dr. Charles Handler titled “Employment Tests Are Becoming Irrelevant for Predicting Job Success.” I was intrigued. After all, I am a consultant for a company in which a core area of our business is from said employment tests. Especially with that title, shock value achieved.
The article brings to light a number of interesting ideas about big data via social media and how it stands to influence the way we look at pre-employment. However new and edgy gathering such data via social media may be, it isn’t without its flaws. Furthermore, if someone has to stand up for employment tests, I begrudgingly accept.
From the first excerpt, “The Impact of Publicly Available ‘Free-range’ Data,”
People born in the past decade or so, along with all persons to come, will begin accumulating a personal digital fingerprint that will be associated with them from cradle to the grave … We are even starting to see research that suggests we can gauge an individual’s job success from social media data such as one’s Facebook usage. keep reading…