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My Published White Paper – Futurecasting: When Big Data, Social Data API & CRM come together, what will be the impact on Fortune 500 Hiring?

Posted on April 3, 2013
Filed Under Best Practices, Big Data, CRM, Social Data API | 5 Comments


When Big Data, Social Data API and CRM come together, what will be the impact on Fortune 500 Hiring?

Working with leading talent strategy consultant Dave Mendoza, Futurestep published a new report into “Futurecasting” – the high-impact concept that could transform the business of recruiting. Currently, most organizations are only scratching the surface when it comes to making sense of the huge quantities of data that now exist about billions of potential job candidates across the globe. But the right enhancements to Candidate Relationship Management (CRM) platforms – and crucially to the way they are actually used – could see the talent industry finally start to match the huge strides achieved by leading proponents in sales and marketing.

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Special Recognitions Stated Publicly

  • Above all my appreciation for Futurestep’s shared vision and recognition of the game changing concepts elaborated upon within this white paper. Futurestep‘s sponsorship heightened the recognition of this talent paradigm as a critical field of research to be shared with the industry. The team at Futurestep consistently displayed the virtues that make them a leading global RPO organization. Thank you to the support of their team; i.e., Neil Griffiths, Julie Griffouliere, Marisa Kacary, Sean Kent, and Kevin Skinner
  • To the team at AvatureCRM, and to their CEO, Dimiti Boylan specifically, for their exceptional customer service and innovation stewardship – implementing and enhancing recommendations through countless conference calls and Webex to bring Beta to life on many of the outcomes detailed in this White Paper, esp. the Informatica case study. In my entire career I have never experienced such a vendor relationship that produced so many results, proactively, and according to shared vision as the Avature Team. As agnostic as this white paper was intended and observed, the case study reflected actual and substantive contributions of development to the extent that my methodologies were tested outcomes.
  • Special recognition to Gerry Crispin for suggesting over the past years that I share my passion for best practices & innovation in the form of a White Paper. I am forever grateful for the privilege of having Gerry’s direct contribution in writing the forward to introduce the white paper.
  • Thank you to Brad Cook, Vice President of Global Talent Acquisition at Informatica – for investing in my vision as a client and friend.
  • Thank you to my friends and colleagues, Andrew Gadomski for his support of what is an often discussed topic of shared fascination between us and to Glenn Gutmacher for his interest and opinions on my progress towards completing this effort.
  • Thanks and my strongest possible recommendation for the services of my consultant, Maren Hogan, at Red Branch Media for extending her marketing talents essential to the framework of what is intuitively a complex subject.Red Branch Media is a niche agency devoted to marketing for the workplace, which is a catchy way of saying that Maren works primarily within the Human Resources and Recruiting space and does it wonderfully.
  • And to those I have not mentioned, I will have done so personally.

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