Laszlo Bock, senior vice president of people operations at Google, affirme en s'appuyant sur l'analyse de dizaines de milliers d'entretiens de recrutement qu'il n'y a aucun lien entre les évaluations des candidats réalisées par les recruteurs, et les performances de ces mêmes candidats une fois en poste :
Years ago, we did a study to determine whether anyone at Google is particularly good at hiring. We looked at tens of thousands of interviews, and everyone who had done the interviews and what they scored the candidate, and how that person ultimately performed in their job. We found zero relationship. It’s a complete random mess, except for one guy who was highly predictive because he only interviewed people for a very specialized area, where he happened to be the world’s leading expert.
In Head-Hunting, Big Data May Not Be Such a Big Deal (New York Times, 20/06/2013)
A lire également, l'analyse d'Hubert Guillaud :
- Limite et puissance du Big Data appliqué aux ressources humaines chez Google (Internet Actu, 26/06/2013)
