Tuesday July 29, 2014
"TweetReach", a unit of Internet analytics firm Union Metrics, released data over the weekend before the announcement suggesting that Twitter was already onto the Romney campaign as early as the Wednesday before. The firm tracked what it calls Ryan's "reach," which they defined as the total number of tweets about the candidate and the number of unique contributors. At first all the likely candidates for VP had "reach" numbers similar to each other, but then Ryan's reach surged as mainstream media outlets and other politically influential Twitter users began to bandy his name about more fervently."
That got me thinking - what is it about our social media participation that might help us manage and understand our human resources. Could Twitter help predict the next great job candidate? Could social media be used to identify impending employee morale problems? Can we assess a candidate's social network to determine if they can really do their job? Would social media participation help us figure out the next great salesman? Some people think so.
At Innotrieve we've been looking into just these questions. We want to know if our digital footprint can be used to help predict employee performance, goodness-of-fit, employee engagement, or any other number of critical elements that help make sure both employees and employers are getting the most out of the human resource potential. We believe we will be able to see patterns in the social media footprint that can help employees and employers match up better. Both people and companies have personalities and traits that define them. Understanding these traits and mapping them together might help make better matches.
Exciting times. The science of big data mixed in with the power of artificial intelligence will change the way we recruit. Applying this to Artificial Intelligence Employee Referral Linking is what we are doing today at Innotrieve.
So Tweet away - it just might help you and your employer work better together!