Solving the problem with HR
We all want to make recruitment a smarter, faster and ultimately more cost effective process. How do we do it? The answer lies in the use of data and analytics. With the right technology HR can become a dynamic business function that raises productivity, increases staff morale and helps to build outstanding teams.
Data doesn’t replace human judgement through face to face interview. It augments human judgement and is ‘another voice in the room’; a tool to provide interviewers and recruiters with the insight and ultimately the confidence required to make informed judgments about the people they hire.
Although to some it might seem like a robotic and ‘un-human’ way of handling people-making decisions, the reality should be quite different. Data heightens the potential for more insightful conversations earlier on in the recruitment process. This is hugely valuable because the recruitment process has a short time line.
The idea is not that managers use data to hire staff cut from the same cloth. Instead, it allows them to empirically measure the compatibility of different employees.
Data should help to prevent the unconscious bias that interviewers sometimes suffer. Key studies highlight that in certain situations cognitive diversity, or ‘diversity of thought’, is beneficial. Data can highlight whether this diversity is being increased or diminished.