![]() One of the primary risks is not understanding the data being analyzed, where it comes from and how it was collected. JP Morgan Chase apparently has developed software that analyzes its own employees’ data to try to identify which ones are most likely to “go rogue,” so it has time to stop them before they do.īut with these opportunities come risks. ![]() Companies like Knack now promote tests like Wasabi Waiter and Dungeon Scrawl that it claims will reveal job applicants’ talents, traits and skills to permit employers to identify the best candidate for their needs. But there are a lot more than just recruiting opportunities. At its most basic level, LinkedIn can steer its individual members to potentially attractive jobs that fit their profile and, for recruiters, it provides a rich database of candidates, including people who aren’t even looking for a new job. LinkedIn was one of the first businesses to recognize the value that data held for employers. Human resources departments now are figuring out how to use big data in the workplace. There is a certain creepiness to all of this but many (most?) of us seem willing to overlook it for the convenience and opportunities it provides. Facebook suggestions of people we may know. Here is a glimpse into what I plan to talk about from the employment lawyer’s perspective:Įven if we don’t know exactly how big data works, we know what it can do for us in our daily lives. ![]() ![]() I’m looking forward to joining my colleagues Dennis Hirsch and Jay Levine for a roundtable discussion of “Big data, data analytics and the law: What your company needs to know about the next big thing” on May 13. ![]()
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