It is adjusting that ibm has acquired your problem.
It has caught up.
We are market-leading in social, commerce, smarter cities, and now smarter workforces is an area where we are really the only company that is able to take the cloud together with the data and allow our clients to really get the benefits of having cloud computing with the insights and the data that is revealed by massive amount of information.
Ok, so what exactly are you applying -- you are combining those two, but applying it where ? we can remove guesswork and replace it with precision.
If you are looking at hiring someone, you can use the precision we get on behavioral traits, and help hiring managers make decisions that are best for the individual and the company.
Tell me what kind of data you are talking about to figure out of people fit with a company.
If you look at a retail worker, a lot of people say how to -- how do i retain a retail worker.
The most important thing is the duration of commute.
One of the pieces of data is how long is your commute, and that could help turnover because a lot of retail workers are single parents who want to spend more time with their children, and hiring practices allow humanity to get better because say you are walmart and you are hiring someone, you say do not work at the store, but work at a store that's closer to your home.
How would a company work with you -- how does walmart, the donald's, hud -- mcdonald's, how do they work with you?
When you apply for a job, you apply through our system.
We hosted and managed for walmart.
The data comes in and it is collected by the manager of the hr department.
They put it through the system, and it can help these organizations hire.
This is all voluntary information.
This is information people put on their application, or they respond to a particular set of questions.
What about social media?
Is that useful?
How do you make a decision about a person -- how do they smile, what words do they use -- we have the ability to look at the analytics and the tweets people right, and say how closely can you predict their behavior.
I find that fascinating, because people use social media, and some people, many, just for personal reasons, connecting with friends, or pop off about a topic that they feel like, but i do not think that people have connected that everything they are putting out there will be seen by future employers, it will be data that people like you will eventually be using to make serious decisions.
The best way to think about it is when we were looking at astronomy and we said there are stars in the sky, and we think there are planets.
Then we started finding there is maybe one planet, and now we see there are 80 million.
Twitter, facebook, it is all like that.
It is so early-stage, that a lot of people are speculating.
Some people are saying the information will be around forever, and you are leaving a digital foot rent that will stack -- footprint that will stack up against you father rest of your life.
You do not believe that?
Humans attention span is so short, and people make decisions, and people understand there is a contextual reading -- reason.
You'll get more current data.
The human mind only absorbs so much information.
If you take someone's life, it would take 36 years to go through 36 years of life.
And we are talking about platforms that were not even here five years ago.
It is so exciting.
All of this new stuff, everyone is speculating, jumping on the bandwagon, but the reality of the situation as we are creating large volumes of information around which we can make decisions.
New york city is the best example.
Think about what happened to the climate as the police force focused on the big data to see where the -- crime rate as the police force focused on where the crime happened.
And were able to focus.
That is where i see potential.
On mining big data, and looking for people, for certain positions, they will be filled by who you know -- ceo's, or people in the c-suite.
Steve ballmer is one person who everyone is wondering who will succeed.
Do you know him?
No, i've never had the pleasure of meeting him.
What have you heard about the replacement for steve ballmer, and who that person should be?
I have not heard, i have no inside data, so i do not know is the short answer.
Could we use the data you talked about to fill higher positions like that?
You could speculate to say yes, however the science is a long way from getting their.
We have to look at large volume job families to make sense of this information.
If you are looking at job families that are tiny, you collect individual data.
The best information i have is when a professional team looks at an athlete, they know everything about their physical, their mental makeup.
That is the level of insight and review that is done on that individual.
And that is the question, what happens next?
How will you use what you do for retailers, fast food restaurants?
You look at all the insight in a mass format, and say what is the probability of this individual staying in this job for, collect, three years, as opposed to six months, which is the average turnaround?
What are the three key pieces of information -- it could be average commute, what is in it for them in terms of their educational needs, somebody going to school is probably more stable -- those are the kind of
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