What other issues related to the use of Big Data for employee selection exist? Are such approaches more predictive and cost-effective? What is the impact of using digital biodata on recruiting efforts? Assessment ceases to be a discreet, defined event and A number of important questions about the use of data collected becomes part of everyday life; there is no going to a for purposes other than employment must be addressed. “take test”; rather one’s day-to-day actions are the test. Examples include: Consequently, the lines between recruitment and selection Are data collected from sources related to personal use contexts, versus other contexts (e.g., non-work), become (e.g., online purchase behavior) a reasonable basis for blurred. recruitment and selection? Are data collected in different contexts (e.g., at home or on vacation) as appropriate, job-related, or as those collected in selection contexts? Are data collected for one purpose and used in a selection context as appropriate, job-related, or as those data collected for the purposes of selection? Professional standards provide guidelines for the responsible administration of How should these be amended in a Data World”? “Big How will potential applicants and incumbents respond to their data being used for recruitment and selection? Does the use of data extracted from social sources help attract candidates to an organization? What attempts to fake these measures will occur? Will individuals try to construct an applicant online “ideal” profile? Biological assessments become more available and more A number of questions regarding the validity of such common. Brain imaging will be developed to the point at assessments, applicant reactions to them, and comparative which biological markers for personality, ability, and related strengths and weaknesses: KSAOs can be evaluated quickly and objectively. Are approaches on biological assessment valid? Are they legally defensible and job-related?
What other issues related to the use of Big Data for employee selection exist? Are such approaches more predictive and cost-effective? What is the impact of using digital biodata on recruiting efforts? Assessment ceases to be a discreet, defined event and becomes part of everyday life; there is no going to “take a test”; rather one’s day-to-day actions are the test. Consequently, the lines between recruitment and selection contexts, versus other contexts (e.g., non-work), become blurred. A number of important questions about the use of data collected for purposes other than employment must be addressed. Examples include: Are data collected from sources related to personal use (e.g., online purchase behavior) a reasonable basis for recruitment and selection? Are data collected in different contexts (e.g., at home or on vacation) as appropriate, job-related, or as those collected in selection contexts? Are data collected for one purpose and used in a selection context as appropriate, job-related, or as those data collected for the purposes of selection? Professional standards provide guidelines for the responsible administration of How should these be amended in a “Big Data World”? How will potential applicants and incumbents respond to their data being used for recruitment and selection? Does the use of data extracted from social sources help attract candidates to an organization? What attempts to fake these measures will occur? Will individuals try to construct an “ideal” applicant online profile? Biological assessments become more available and more common. Brain imaging will be developed to the point at which biological markers for personality, ability, and related KSAOs can be evaluated quickly and objectively. A number of questions regarding the validity of such assessments, applicant reactions to them, and comparative strengths and weaknesses: Are approaches on biological assessment valid? Are they legally defensible and job-related?