“Big data” is taking over corporate America, and if it hasn’t already affected your HR department, it likely soon will. It comes with the risk, though, of discriminating in violation of employment laws, so HR must proceed cautiously when using big data.
“Big data” refers to the collection and analysis of the digital history created when people shop, surf the Internet, drive their cars and otherwise go about their daily lives. It also includes the tests, measurements and other ways of documenting aptitudes, behavior and competencies that employers compile about their employees and applicants.
