Moneyball Approach To Recruitment Analysis

In the movie Moneyball (based on the book Moneyball: The Art of Winning an Unfair Game by Michael Lewis), Billy Beane attempts to form a competitive baseball team for Oakland Athletics by assembling undervalued talent through a sophisticated approach of Sabermetrics. As demonstrated in the movie, a strong team can be built with empirical analysis of the game, answering objective questions and making data based decisions in athletic recruitment as against prejudice, wisdom and gut instincts. The team registered 20 consecutive wins and the sabermetric model became the future of baseball.
Mr.Glen Cathey, who is SVP Talent Strategy KForce, writes about the topic: The Moneyball Approach to Recruitment. He provides insights about the new trend …show more content…
Talent Acquisition is the process of identifying and selecting the top talent to effectively meet the business needs with a long term strategic view of not only filling current openings but also filling the talent pipeline for succession planning. The approach is more strategic rather than tactical; recruiters need to have enough information regarding candidates to make the right decision. This is where the importance of talent analytics can be explained. Bersin by Deliotte defines Talent Analytics as the analysis of “talent related” data for business decision making. Vast amounts of disorganized data are present in the internet where candidates leave behind their ‘thought prints’. This raw data can be converted into intelligent information using algorithms and recruiters can rely on this information to make strategic decisions about whom to issue job offers. Talent analytics help to analyse both past and present available data to identify trends and provide more accurate talent requirements of changing business needs. John Sullivan, a Silicon Valley talent management expert, estimates that the Moneyball-style decisions of hiring are about 25 % more reliable than those based on human …show more content…
Big organisations have taken a step further and started to rank individuals on a numerical score which is calculated on the basis of job history, educational background and social network presence. Identified.com a project based on the above concept funded by the then Google CEO, Eric Schmidt has already started this data driven model of talent identification and acquisition. Certain advanced softwares work on “derived intelligence” from the data gathered and can predict the about employee loyalty and