New book chapter by TMI member Marion Festing, Maximilian Tallgauer (Research Assistant) and Florian Fleischmann (CEO of HRForecast) on big data in recruiting (in German), published November 2019 by Springer Gabler.

The book provides a comprehensive overview of the relevant trends in digital recruiting. It highlights the potential of the new digital possibilities in practice-relevant articles and innovative best practice examples. How can I introduce a modern recruiting analytics system in my company? What are the opportunities and limitations of artificial intelligence in personnel selection? What do chatbots, recruiting analytics, candidate experience procedures, active sourcing and digital assessments really offer? How do job exchanges and personnel service providers prepare themselves for future fields of work and what further training do they offer? Anyone with a little technical affinity will find concrete answers here as to which HR trends will particularly influence us in the coming years.

The editor, Tim Verhoeven is Evangelist at and was formerly working as head of recruiting and personnel marketing for an international management consultancy. He is a sought-after expert, author and blogger ( on digital trend topics such as big data, recruiting analytics, performance analytics, robotics and candidate experience.

In their book chapter on big data in recruiting, the authors Marion, Maximilian & Florian describe big data, as the driving force behind progressive digitalisation, stating that it has a direct influence on the way recruiting is conducted. With the help of existing data sets and the use of predictive analytics for data processing and decision support, new possibilities arise to identify specific talent markets and trends as quickly as possible, to proactively recruit potential candidates and to make the selection of applicants more evidence-based and targeted. They summarize that if a digital recruitment strategy is implemented effectively, a synergy effect between big data, AI-technologies and human decision-makers can lead to enormous productivity increases. However, the new technological possibilities also entail risks, since the criteria for evaluating candidates in machine learning systems often appear opaque and incorporated distortions can lead to the systematic disadvantage of certain groups of people. However, roles, requirements and responsibilities are already changing and from an entrepreneurial point of view it seems indispensable to face the digital transformation process and to adjust recruiting to the change as quickly as possible.

To have a look at the book and content, please visit the following website here.

Below is the (German) table of content: