• Home Page
  • Moneyball Approach To Recruitment Analysis

Moneyball Approach To Recruitment Analysis

Improved Essays
Show More
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

Related Documents

  • Superior Essays

    Moneyball: The Art Of Winning An Unfair Game
    • 1017 Words
    • 5 Pages

    Moneyball: The Art Of Winning An Unfair Game

    In the novel as stated earlier the Oakland Athletics were one of MLB’s lowest payroll teams, yet they were one of the best teams in baseball. So how did they do that? Having not enough money to sign all the best players, Billy Beane, the general manager of the team, had to find other ways to make his team better. The way Beane thought can be represented in this quote “People in both fields operate with beliefs and biases. To the extent you can eliminate both and replace them with data, you gain a clear advantage.”…

    • 1017 Words
    • 5 Pages
    Superior Essays
    Read More
  • Superior Essays

    The Importance Of Design Thinking In Michael Lewis 'CAD Monkeys'
    • 1051 Words
    • 5 Pages

    The Importance Of Design Thinking In Michael Lewis 'CAD Monkeys'

    He expresses this idea by explaining how successful businesses, such as Target and Coca-Cola, are often stepping back and asking questions to find new ways to effectively innovate and refine their products, services, and overall operations. Throughout the entirety of Moneyball, this is exactly what Beane was doing: “If you challenge the conventional wisdom, you will find ways to do things much better than they are currently done” (Lewis 98). Beane did not like the old style of recruiting based off of appearance and he was constantly asking himself how to change the system. When he met Paul DePodesta, Harvard economics major and a fan of baseball, he knew this was his chance; he challenged conventional wisdom and created a much better system of recruiting based on statistics. Beane was able to recruit players that he could afford to help his team win, despite the fact, all the other scouts referred to them as misfits because they didn’t look the part.…

    • 1051 Words
    • 5 Pages
    Superior Essays
    Read More
  • Improved Essays

    Malcolm Gladwell The Talent Myth Summary
    • 407 Words
    • 2 Pages

    Malcolm Gladwell The Talent Myth Summary

    The article, “The Talent Myth,” by Malcolm Gladwell analyzes the connection between hiring, retaining, and disproportionately promoting employees based on their inherent talents or potential to succeed, an atmosphere which challenges societal norms of rewarding employees based on experience and performance. Not a fan of this myth, Gladwell claims an organization that supports this environment lacks tacit knowledge, promotes narcissism, and creates a decentralized organization system. While the key notion behind the talent mindset calls for organizations to ceaselessly recruit talent from top tier schools, a “talent mythers” metric of success, Gladwell argues that is not the case. Gladwell challenges this assumption by using a study that measures…

    • 407 Words
    • 2 Pages
    Improved Essays
    Read More
  • Improved Essays

    How Three HR Activities Support The Organisation Strategy
    • 722 Words
    • 3 Pages

    How Three HR Activities Support The Organisation Strategy

    3hrc How three HR activities support the organisations strategy. Recruitment According to the CIPD/Hays (2013) resourcing and planning survey, recruitment is a very expensive function In HR i In 2007 CIPD survey report "the changing HR function recruitment and selection" was rated as the highest priority(CIPD, 2007) (Redman and Wilkinson 2009, P.64) rate recruitment as the most serious HR function for organisational survival.…

    • 722 Words
    • 3 Pages
    Improved Essays
    Read More
  • Improved Essays

    Peter Novelli Case Study
    • 836 Words
    • 4 Pages

    Peter Novelli Case Study

    First, the success of the talent management strategy at Porter Novelli is contingent on employees meeting their results expectations. KPIs are how the company measures specific performance criteria that is critical to organizational success. According to management and leadership expert John Reh (2015), “Key Performance Indicators are quantifiable measurements, agreed to beforehand, that reflect the critical success factors of an organization” (para. 2). The talent management strategy should be linked to specific KPIs, such as client satisfaction, referral business, and sales revenue.…

    • 836 Words
    • 4 Pages
    Improved Essays
    Read More
  • Great Essays

    Moneyball Movie Analysis Essay
    • 760 Words
    • 4 Pages

    Moneyball Movie Analysis Essay

    Moneyball, based on Michael Lewis’ 2003 book, details the struggle of the Oakland Athletics, a major baseball team. The Oakland A’s overcome some seemingly impossible obstacles with the help of their general manager, Billy Beane (Brad Pitt), by applying a new innovative statistical analysis, known as sabermetrics. Sabermetrics is the empirical analysis of baseball, or the use of statistical analysis to question the traditional measures of baseball (Birnbaum). The underlying theme of this movie is to outline basic economic principles, with the understanding of what economics is.…

    • 760 Words
    • 4 Pages
    Great Essays
    Read More
  • Great Essays

    Talent Management In The Army
    • 1289 Words
    • 6 Pages

    Talent Management In The Army

    Talent management can be a difficult function within any organization and can have positive and negative strategic impacts to the organization depending on the quality of the program. As the priority of talent management has grown across all aspects of Army leadership, advancements have taken place. In the past two years, the Army has developed a Talent Management Task Force and strategy. The Talent Management Task Force focus is to develop programs that enhance talent management, can be well communicated across the force, and enables assessments for future…

    • 1289 Words
    • 6 Pages
    Great Essays
    Read More
  • Improved Essays

    Recruitment Strategies In Healthcare
    • 1099 Words
    • 5 Pages

    Recruitment Strategies In Healthcare

    Recruitment Strategies Recruitment and selection strategies provide businesses with important tools necessary to obtain highly qualified talent. Hiring the right people and placing them in the right job is extremely important to running a successful organization. The cost of recruitment, selection and training can be high. Hiring should occur after careful consideration of a potential employees aptitudes, motives and anticipated level of performance. Recruitment is the process of identifying organizational needs, and attracting candidates, while the process of selection involves choosing from various applicants and selecting the most highly qualified candidate to fill a position.…

    • 1099 Words
    • 5 Pages
    Improved Essays
    Read More
  • Improved Essays

    Stephanie Chappell Disbrow Case Study
    • 1494 Words
    • 6 Pages

    Stephanie Chappell Disbrow Case Study

    The employment candidate has to be able to help the specialist sell their story. When working with a talent acquisition specialist, there are two staple concepts that always increase productivity. First and foremost, each prospect should stay as organized as possible. When a person is seeking employment, and applying to many different jobs, it can be easy to lose track of where you are at.…

    • 1494 Words
    • 6 Pages
    Improved Essays
    Read More
  • Improved Essays

    HR Case Study: Maersk's Strategic Plan?
    • 1082 Words
    • 4 Pages

    HR Case Study: Maersk's Strategic Plan?

    These new employees could bring some new insights and talents to the job. It is always nice to have a fresh pair of eyes to evaluate the workplace. HR was able to pick the best of the best through implementing a new talent management process. This included attraction, identification, development, deployment, and scenario planning. This process focused on finding people who were right for the job, had the necessary talents, providing training programs, combining external and internal management, and selecting people who aligned with the organization’s visions and goals through observations.…

    • 1082 Words
    • 4 Pages
    Improved Essays
    Read More
  • Great Essays

    Employee Retention Essay
    • 1119 Words
    • 5 Pages

    Employee Retention Essay

    F., & Paauwe, J. (2014). Talent management: Current theories and future research directions. Journal of World Business, 49(2), 173-179. Al-Emadi, A. A. Q., et al. (2015).…

    • 1119 Words
    • 5 Pages
    Great Essays
    Read More
  • Great Essays

    Amazon Talent Management
    • 4205 Words
    • 17 Pages

    Amazon Talent Management

    Talent Management is a set of integrated organisational human resource process designed to attract, develop, motivate and retain productive and engaged employees. The purpose of talent management is to create a high performance and sustainable work environment in the organisation that is able to meet its strategic and operational goals and objectives in a long run. A strategic and holistic approach in talent management is important because it would assist the organisation in finding and attracting the best talent in the market. This can also constitute the attractiveness that the organisation can have that leads to a differentiation and competitive advantage as compared to their competitors. This report will cover the different issues faced…

    • 4205 Words
    • 17 Pages
    Great Essays
    Read More
  • Improved Essays

    Talent Management
    • 845 Words
    • 4 Pages

    Talent Management

    Talent management basically refers to the desire to select and hire a high-quality, well-educated, and highly-skilled labor force. Ariss, Cascio, and Paauwe (2014) stated, “If it is to be redefined, building on the definition of TM given by Collings and Mellahi (2009), we conceptualize TM as ‘activities and processes that involve the following: (1) systematic identification of positions that differentially contribute to an organization’s sustainable competitive advantage; (2) the development of a diverse talent pool to fill these roles, and the development of a differentiated human resource architecture to facilitate filling them; and (3) continued commitment to the organization and to the well-being of societies, while taking local and national…

    • 845 Words
    • 4 Pages
    Improved Essays
    Read More
  • Decent Essays

    Modern Project Management Case Study
    • 821 Words
    • 4 Pages

    Modern Project Management Case Study

    With plans for the implementation of large scale projects ahead, industry operators realise that they cannot afford to bring average talent to the game if they want to remain competitive. According to a report by PwC, stakeholders rate people skills and skills retention as the second most likely factor to impact business in the industry over the next three years, ahead of instability and unstoppable political events. The revolution in the industry underscores the need for the continuous…

    • 821 Words
    • 4 Pages
    Decent Essays
    Read More
  • Improved Essays

    Importance Of Selection And Recruitment
    • 1131 Words
    • 5 Pages

    Importance Of Selection And Recruitment

    Selecting and recruiting Recruitment and selection results in improving the organization or the firms outcome. This researches main objective is to shine the light on the recruitment and selection processes of an organization and how they have an huge impact on the outcomes of an organization. The benefits and importance of recruitment are to help and create a talent pool of motivated and potential candidates for the benefits of the organization or the firm that the candidate is applying, to increase the pool of candidates applying for job openings at the minimum cost for the organization. It helps to increase the success rate of the selection process of the organization or firm by decreasing the number of visits which are either qualified…

    • 1131 Words
    • 5 Pages
    Improved Essays
    Read More

Related Topics

Ready To Get Started?
Discover
Company
Follow
©2025 Cram.com
Privacy Policy |  Cookie Policy |  About Ads |  Site Map |  Advertise  | 
  • Cookie Settings