Big data is a way of thinking.

To meet the big data age, we need to form "big data thinking". Large data is not only a practical tool with strong application, but also an important way of thinking.

There is no big data, it is difficult to find and select people to do "full information" search. In other words, it is likely to be selected in the case of insufficient personnel selection. Big data can help people solve this problem. Theoretically speaking, all those who meet the conditions can enter the field of selection. This solves the "few people from the minority to choose" the drawbacks. Foreign http://www.aliyun.com/zixun/aggregation/31515.html "> Headhunters are able to help employers find the right people because they have big data.

In addition, the key to talent allocation is "people post matching." is to be the most suitable for the quality of the job requirements of the person, configuration to his most appropriate position. In order to make the best use of talents, researchers from developed countries have developed a variety of refined ability models, and some have also drawn the "Talent Quality Model radar map". If it is a large number of employees of enterprises, one by one to artificially contrast, is undoubtedly a time-consuming and laborious thing, can rely on large data can quickly achieve "people post matching." In the field of talent management, we urgently need a group of experts who understand large data, collect large data, and are good at studying large data and digging large data, and assume the important task of improving the scientific level of talent management.

(The author is the director of the Academic committee of China Talent Research Institute)