Is HR Software Making People Obsolete?

Is HR Software Making People Obsolete?

HR SoftwareIn a word, no. HR people don’t have anything to worry about, certainly not for the foreseeable future at least. However, they do need to be more open towards and willing to use new forms of technology. This is because they often make the job easier and also because being the go-to person for, say, the Cascade HR system software, makes a person valuable. It’s always better to work with new tech, not against it.

Despite the huge advances in robotics, automata still have a very long way to go before they get anywhere near as human as the average human. They simply can’t “do” negotiation, emotions, influencing and advising, or empathising. These skills are strictly human – if not mammalian – and there’s no sign of machines taking over.

So, while analysing, grading and scoring questionnaires and aptitude tests is great for machines or software systems, they’re not going to be reading between the lines and distinguishing between a liar and a nervous candidate face-to-face. They can’t enthuse about career progression, or about their work experience at college. No, human resources is still very human indeed and by delegating the tedious, rote, box-ticking tasks to software, HR professionals can concentrate more on fine-tuning the recruitment process.

Creativity

So far, it’s only people who can be truly creative – there’s no algorithm for imagination, or for innovation. There’s no programme that can design clothes, or seating areas, for example. Robots and software systems don’t spend their “off time” reading, listening to music or travelling – they can only do what they’re programmed to do (bar the odd upgrade) and they can’t bring in outside influences to inspire them further, or in different directions. Software just removes some of the donkey work from the recruitment process, leaving the humans freer to think about a new interview technique.

What sets humans apart from machines in HR?

They have to think laterally, or outside of the box as often as possible. They have to look beyond LinkedIn, or beyond the ticks on a psychometric test, to the whole person behind a profile.

They also need to be energetic and assertive so that they can approach people from all walks of life to find out if they’re the right fit for their company, despite surface differences. They need to be able to fit individuals to the right role, even if it’s not immediately obvious to others – that spaced-out looking hippie just “gets” numbers and patterns…

HR people also need to understand what a particular job entails, especially if the specs change regularly, which they do these days. They also need to be able to make connections between employers and candidates and liaise between them to make the job happen.

They have to be able to conduct strong, searching interviews and then follow-up on references. Some interview questions are tough and the HR human needs to be able to see through any hesitation to the “meat” of the answer.

There’s no computer programme that can do all that…..


(This article is not written by The HR Kiosk and does not necessarily represent its views)

The Human Resources Consultancy service for small and medium sized, creative, UK businesses

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