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Preview: Comments on: What’s Next In Tech? (probably part I)

Comments on: What’s Next In Tech? (probably part I)

Some thoughts on VC, some on tech, and some on other stuff.

Last Build Date: Fri, 20 Oct 2017 23:03:09 +0000


By: What’s next in tech? Boston, June 25th 2009 | Pizza And Code

Fri, 07 Oct 2011 09:25:09 +0000

[...] has been a lot of interesting discussion about the topic and the event. One that caught my eye was Larry Cheng’s blog. Tagged with: boston • entrepreneurs • forums • startup • vc  [...]

By: What’s next in tech? Boston, June 25th 2009 « Hype Cycles

Sat, 27 Jun 2009 20:10:17 +0000

[...] There has been a lot of interesting discussion about the topic and the event. One that caught my eye was Larry Cheng’s blog. [...]

By: Wendy Troupe

Wed, 17 Jun 2009 22:37:31 +0000

Hello Larry, I think you've hit the proverbial nail on the head. We are counting on the train tracks (iinfrastructure) to develop and continually expand so that the data sets become richer and richer for organizations within all industries. It is still about the technology but really about how it supports the flow of data, not get in the way of it. The next generation of innovation needs to be in the area of helping organizations to quickly gain a fundamental understanding of who they need to converse with and gain insight with true accuracy as to the meaning within the conversations. We like to say that it is about building your social capital which if invested in, will protect and improve customer relationships and provide a more insightful and meaningful exchange between people for long term sustainibility. It's all good!!! Best, Wendy

By: Stephen J

Fri, 15 May 2009 21:08:02 +0000

Access to data and applications everywhere. Think twitter on every device, Zynga's linking social games on multiple platforms, then do the same with enterprise apps. I want access to function and data from any device anywhere anytime.

By: Walter

Fri, 15 May 2009 16:02:07 +0000

On the hiring front, I think better analysis of existing information would be very useful. For hourly workers (Unicru case), perhaps there's not enough info out there (or the info might be inaccurate) so tests would help. However, for traditional employers, I don't think these tests are as useful. When employing salaried employees, I've seen companies give simple coding tasks for programmers and college level math problems for insurance companies. One difficulty with an over-reliance of this data is that you'll bias your hiring on those who are good at these tests (much the same way that traditionally people over-hire people who are good at interviewing). The other issue is that there's a ton of information already that people generally put little weight on (GPA, test scores --- for the insurance company which gave the math test, looking at their success in math classes could be a reasonable proxy for that). I agree that 3 hours of interviews + a resume isn't sufficient towards making a fully-qualified decision, so any additional information is helpful. Instead of additional tests/questionnaires, though, I think HR is better served seeking information themselves, which some have done in the form of web searches for individuals and other information-gathering. Basically, the hiring process can be optimized in a manner similar to what professional sports teams do (gather as much information as possible and then try to extrapolate one's career to past athletes who followed the same trajectory). The aspect which I think best compares to these questionnaires is the combines, where how fast someone runs a 40 meter dash on one day, a day where either the person could be suffering from jet lag, a cold, unfamiliar surroundings, sore muscles, or anything else, could affect whether he's a first rounder or a late second round draft entire 4 year body of work is basically given the same weight as what happens in <5 seconds. More information is always good - but I wonder if the key is actually better analysis of the existing information, extracting the fact that success as an actuary has a high correlation to performance in probability courses, which makes sense, but maybe the models may also determine that successful consultants also tend to have done well in literature classes (something less obvious).

By: larrycheng

Fri, 15 May 2009 13:52:55 +0000

Thanks Stephen. I'm not sure what you mean by every function needs to be everywhere. Give me an example..

By: larrycheng

Fri, 15 May 2009 13:52:22 +0000

Actually, on the hiring data, I know Unicru was really successful. They would require applicants to fill out these surveys, and they would run their algorithm. The type of worker they focused on was the hourly worker, often in retail, which has high churn. I think CVS was a client. And, they reduced churn dramatically through their profiling capabilities. I wonder if that will emerge in other areas. Unicru was acquired.

By: TS

Fri, 15 May 2009 12:35:09 +0000

Larry, I like the train track framework to give your thoughts direction. Not so sure about using questionaire data to model and predict hiring decisions, but I do think that data from past performance and work history will be used to better match people and jobs.

By: Stephen J

Fri, 15 May 2009 11:14:48 +0000

Good post Larry and reminds me of why it was fun working with you. I like the original thesis, and as you know I am a fan. Another interesting view into the way data will affect our future is by looking at our kids. I teach part time at a local Middle School. these kids have multiple information sources they interact with concurrently, through multiple devices. An impact of this behavior on modern application design could be a move away applications delivering a single simple function, say a spreadsheet. Every function needs to be available everywhere and at any time.