In fact, I-O psychologists have long understood that “big data” can improve training
practices, help track performance over time, provide a basis for new recruitment techniques, and streamline selection and hiring practices and much more. However, what is new is the realization
that there is a nearly constant imbalance between how much data we are able to collect and how quickly and appropriately we can make sense of the data, says Mike Hruska, CEO of Problem Solutions. In addition, there are new technologies that are changing the abundance of data being
collected, availability of data, and data interoperability, thus increasing the number of ways in which we can use data to improve workplace practices.