Data vs. Intuition: Is the “Human” in human resources becoming obsolete?

We're living in an age where algorithms scan resumes, AI predicts who's about to quit, and data models dictate everything from hiring to promotions. It sounds great on a spreadsheet, but what happens when you turn a people-centric role into a numbers game? You risk losing the very thing that makes a company thrive: genuine human connection and intuition.

This is no anti-tech rant; it's a wake-up call. Data is a powerful tool, but it's a terrible boss. It can tell you what's happening - an employee's engagement score is low or a team's productivity has dipped - but it can't tell you why. When we let data alone run the show, we trade empathy for efficiency and risk building a workforce of perfect data points instead of passionate people.

What’s the deal with data-driven HR?

Data-driven HR is everywhere. From AI-powered applicant tracking systems to predictive analytics that guess who’s about to quit, numbers are running the show. Want to hire someone? There’s a tool that scores resumes based on keywords, experience, and even social media vibes. Data’s promise is simple: it’s fast, consistent, and it supposedly strips out human bias. Sounds like a dream, right? But it has its own set of cons. 

• Flagging top performers: 

An analytics tool might incorrectly flag a top performer as "at risk" because their behavior doesn't match the "typical" profile in the dataset. This happens when the data is based on a narrow, historical view of success, failing to account for different working styles or personal circumstances.

• Incorrect turnover predictions: 

Data might suggest an employee is likely to quit based on low attendance or engagement scores. However, the data can't tell the human story behind those numbers, like a personal crisis, a sick family member, or a temporary rough patch. A human conversation is needed to uncover the true reason and address the issue with empathy.

• The "garbage in, garbage out" problem 

The effectiveness of data-driven HR is entirely dependent on the quality of the data it's fed. If the algorithms are trained on biased historical data, they will simply repeat and amplify those same biases. For example, a resume-screening tool trained on past hiring decisions from a non-diverse workforce will continue to favor similar candidates.

• Hiring algorithm 

Data alone cannot tell the whole story. An algorithm might reject a candidate who looks "meh" on paper but has great soft skills or a unique perspective that would be a perfect fit for the company culture. It's up to HR professionals to use their human judgment and intuition to fill in the gaps that data cannot capture.

The power of intuition in HR 

Intuition's secret weapon is its ability to read the room and pick up on subtle cues that data cannot. It allows HR professionals to:

• Identify underlying conflicts: While data might show a dip in a team's productivity, your gut can sense the real issue, such as a clash between two team members.
• Assess a new hire's fit: Data can confirm a new hire's qualifications, but your intuition tells you if they're struggling to fit in, even if they're checking all the right boxes.
• Spot patterns: Intuition isn't a magical sixth sense; it's a form of pattern recognition built from years of experience. You’ve seen what makes teams succeed and what makes them fail, and your intuition helps you connect the dots in a way that raw data can't.

The hybrid approach: Data and gut feeling

The challenge for HR is to know when to lean on each tool. The best approach is to use data as a foundation and intuition as a guide. Data can point you to a problem, but your gut can help you understand the why behind the numbers. This is a two-way street: you should also cross-check your gut feelings with data to ensure they aren't influenced by personal biases. Ultimately, HR is about people, not just data or feelings. Stay sharp and keep the "human" in Human Resources alive and kicking.

The human side of HR is a strategic advantage, not a soft skill. While data is an invaluable tool for understanding the "what," human intuition and connection are what provide the "why." The real power of HR comes from the synthesis of these two approaches.

The Human-Data Partnership 

• Data Informs, Intuition leads: Data can identify a spike in turnover, but an HR professional's intuition and human connection are needed to uncover the underlying cause, such as resentment or a lack of trust. Similarly, data can show a team is underperforming, but a leader's intuition can sense a breakdown in communication that the raw data can't reveal.
• A strategic advantage: The ability to understand and act on the human context behind the numbers is a strategic advantage. It leads to improved productivity, higher retention rates, and better employee engagement. 

Strategic HR: Balancing numbers and nudges

Strategic HR is not a choice between data and intuition; it's about making them a powerful duo. Data acts as the by-the-book detective, providing the foundation of numbers and facts, while intuition serves as the human guide, offering context and understanding. Together, they can solve complex HR challenges.

The partnership in action

• Hiring: Data can efficiently narrow down a large candidate pool by filtering for specific skills and experience. However, intuition is essential for evaluating the final candidates. It allows you to see beyond the resume and recognize a candidate with passion, potential, and a drive to grow, even if they don't fit the perfect mold.

• Performance management: While data can easily identify trends like consistent high or low performance, intuition is needed to understand the "why" behind the numbers. For instance, data may show an employee is "slacking off," but intuition might reveal they are simply bored and need a new challenge to re-engage.

Use data as your foundation and intuition as your guide. Provide the numbers, but you would still need to bring the human touch to interpret them. Strategic HR means knowing when to trust the stats and when to trust your gut. When you get this balance right, you're not just filling seats, you're building teams that actually work.

To stay human while leveraging data, HR professionals must proactively manage their relationship with technology and prioritize human interaction. It's about blending the best of both worlds.

How can you stay human ? 

• Audit your tools regularly: Don't blindly trust your technology. Regularly check your AI's outputs, question its logic, and ensure it isn't perpetuating biases.
• Talk to people, not just screens: While data is valuable, it can't replace real conversations. Schedule regular check-ins with your team to catch the subtle, human details that the numbers miss.
• Train your intuition: Intuition is a powerful tool, but it needs to be sharpened through experience. Actively expose yourself to different teams and challenges to improve your instincts.
• Use data as a starting point: Let analytics guide you, but don't let it dictate your decisions. If something feels off or the data doesn't tell the whole story, you have to dig deeper.
• Stay curious: The best HR professionals are always asking "why." Don't settle for surface-level answers. Seek to understand the root causes behind employee behavior and team dynamics.
• Pick tools that fit your needs: Don't get "suckered" by flashy platforms. Choose technology that solves your specific problems, not someone else's.
• Keep learning: The HR world is evolving quickly. Stay on top of new tools, trends, and best practices to remain relevant and effective.

Wrapping it up

Is the human in Human Resources obsolete? Absolutely not. But is it changing? Yes. The future of HR is hybrid, a blend of data-driven insights and human intuition. It's not about being a data-driven dystopia where algorithms make all the decisions, but about finding a sweet spot where technology and human smarts coexist.

The best HR teams use analytics as a tool to spot trends and make informed decisions, yet they also trust their gut when the numbers don't add up. If HR leans too heavily on data, it risks becoming a soulless machine. This is about embracing technology without losing our humanity.