Hi, my name is Mike Moore (no not
THAT Michael Moore). I’m originally from the US and
last year I came over to Australia to pursue my MBA at the top Australian MBA (#41 worldwide according to the FT 2012 rankings). As part of the my journey I discovered that I had a passion for networking and helping others improve their networking skills (Thanks Dad for hammering home the importance of this to me from a young
age). In order to share this passion and help others I created
the Alumni Relations Manager role to increase the emphasis on networking and
help strengthen the AGSM network. Along
the way, I have had the chance to interview for LinkedIn and the more research
I did the more I became engrossed with the huge opportunities there was in the
hiring space so I decided to craft this blog to share my thoughts, insights and
tips to help others along the way. If you want to
learn more about me and my background head to my LinkedIn page.
Why is it called Corporate Moneyball? Well, it is a reference to where I think the hiring industry will move in the future. Moneyball is a reference to my favorite book by Michael Lewis. In it he examined how the Oakland A's use of data and statistics allowed them to quantify player evaluation and identify inefficiencies in the market allowing them to effectively compete with a fraction of the payroll of industry leaders such as the New York Yankees. Ultimately, this lead to a transformation of how talent is evaluated in baseball allowing teams to make decisions based on analytical data rather than traditional subjective information. Similar conditions are present in the hiring industry, meaning there is an opportunity for companies like LinkedIn to change the face of the hiring industry.
So buckle up and come along for the ride, and of course please add any comments that you may have, the more feedback the better information and insights we can all gain
-Mike
Why is it called Corporate Moneyball? Well, it is a reference to where I think the hiring industry will move in the future. Moneyball is a reference to my favorite book by Michael Lewis. In it he examined how the Oakland A's use of data and statistics allowed them to quantify player evaluation and identify inefficiencies in the market allowing them to effectively compete with a fraction of the payroll of industry leaders such as the New York Yankees. Ultimately, this lead to a transformation of how talent is evaluated in baseball allowing teams to make decisions based on analytical data rather than traditional subjective information. Similar conditions are present in the hiring industry, meaning there is an opportunity for companies like LinkedIn to change the face of the hiring industry.
So buckle up and come along for the ride, and of course please add any comments that you may have, the more feedback the better information and insights we can all gain
-Mike
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