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Here are some points to consider when hiring data professionals:

1. Look for candidates with a strong educational background in analytics/statistics. You want someone who is more knowledgeable about handling copious amounts of data.

2. Ideal candidates will have specific experience in your industry or a related industry. As Andy Rusnak, a senior executive at Ernst & Young, states, "When you have all those Ph.D.s in a room, magic doesn’t necessarily happen because they may not have the business capability."

3. Search for potential candidates from industry leader organizations that are more advanced in big data.

4. Communication skills are essential. Look for a candidate "who can translate Ph.D. to English," as SAP Chief Data Scientist David Ginsberg says, adding, "Those are the hardest people to find."

5. Find candidates with a proven record of extracting useful information from a mess of data, including data from questionable sources. You want someone who is analytical and discerning.

6. Look for people who can think in 8- to 10-week periods, not just long-term. Most data projects have a short-term focus.

7. Test candidates’ expertise on real problems. Netflix's Director of Algorithms asks candidates, "You have this data that comes from our users. How can you use it to solve this particular problem?"

Questions:

1. Suppose you work in a metropolitan city for a large department store chain, and your manager puts you in charge of a team to find out whether keeping the store open an hour longer each day would increase profits. What data might be available for your decision-making process? What data would be important to your decision?

2. What kinds of data might we want in Organizational Behavior (OB) applications?

3. As Braverman notes, one problem with big data is making sense of the information. How might a better understanding of psychology help you sift through all this data?

Answer :

Answer:1) forecasted sales return for the period, expenses to be incurred including overtime wages, utility bills etc, cost benefits

B) cost benefits.

2 The emotional need and the consent of the stakeholders including the staff,customer's, suppliers

3 A mental diagnoses of the reaction of stakeholders to the idea is very important and can only be deduce by psychology skills

Explanation: There is a need to find out whether staying open an extra hour will bring more sales and even with more sales , there is a need to find out if the workers will buy into the idea,they may feel that their private time is being encroached ,once the staff show dissension,it will be difficult to achieve the goal .the cost benefits of the process need to be established to make a positive decision.customers view can be gotten through questionnaire, survey etc.

2)this will allow for the emotion,mood and perception of the staff and other stakeholders be met before proceeding on this implementation,as they say happy staff means happy customer and more profits.

3) A good knowledge of psychology will help you ascertain the mood,ac ceptance of the proposal by all staff and where necessary incentives can be introduced

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