We naturally resist change. This self-preservation mechanism is built into our human psyche and it is impossible to ignore it.
However, when we are swimming against the stream of changes in scientific and technological progress in 2022, we risk becoming an outsider in our modern society.
Technology can be used to our advantage, as long as we have good intentions. There is no one-size-fits-all instruction here, and each of us needs to check what works for us and whatnot, depending on our area of work.
As recruiters, we would like to shed some light on the utilization of technology and analytics in HR. We imply not just applying the latest software or advanced digital skills to improve the HR work efficiency.
𝗢𝘂𝗿 𝗾𝘂𝗲𝘀𝘁𝗶𝗼𝗻 𝗶𝘀: 𝗗𝗼𝗲𝘀 𝗛𝗥 𝘁𝗿𝘂𝗹𝘆 𝘂𝘀𝗲 𝗮𝗻𝗱 𝗮𝗻𝗮𝗹𝘆𝘇𝗲 𝗱𝗮𝘁𝗮 𝘁𝗼 𝗶𝘁𝘀 𝗺𝗮𝘅𝗶𝗺𝘂𝗺 𝗯𝗲𝗻𝗲𝗳𝗶𝘁?
Scientific progress discovers that the volume of the human psyche is also growing and developing analogically to technological progress. That is why there is a rising need to use analytical tech tools shoulder-to-shoulder with knowledge about people for a better understanding of human potential.
How about using Emotional Intelligence in Human Resources while looking at the number sheets before making conclusions?
🧐𝑫𝒐𝒆𝒔 𝑯𝒖𝒎𝒂𝒏 𝑹𝒆𝒔𝒐𝒖𝒓𝒄𝒆𝒔 𝒈𝒆𝒕 𝒂 𝒅𝒆𝒆𝒑 𝒊𝒏𝒔𝒊𝒈𝒉𝒕 𝒕𝒉𝒓𝒐𝒖𝒈𝒉 𝒕𝒉𝒆 𝒍𝒆𝒏𝒔 𝒐𝒇 𝒆𝒙𝒕𝒆𝒏𝒔𝒊𝒗𝒆 𝒗𝒂𝒓𝒊𝒂𝒃𝒍𝒆𝒔, 𝒍𝒊𝒌𝒆 𝒇𝒐𝒓 𝒆𝒙𝒂𝒎𝒑𝒍𝒆, 𝒅𝒆𝒗𝒆𝒍𝒐𝒑𝒎𝒆𝒏𝒕𝒂𝒍 𝒐𝒑𝒑𝒐𝒓𝒕𝒖𝒏𝒊𝒕𝒊𝒆𝒔 𝒇𝒐𝒓 𝒕𝒉𝒆 𝒆𝒎𝒑𝒍𝒐𝒚𝒆𝒆𝒔?
🧐𝑫𝒐𝒆𝒔 𝑯𝑹 𝒊𝒎𝒑𝒍𝒆𝒎𝒆𝒏𝒕 𝒂 𝒄𝒓𝒆𝒂𝒕𝒊𝒗𝒆 𝒂𝒑𝒑𝒓𝒐𝒂𝒄𝒉 𝒍𝒊𝒌𝒆 𝒎𝒆𝒓𝒈𝒊𝒏𝒈 𝒕𝒘𝒐 𝒑𝒐𝒔𝒊𝒕𝒊𝒐𝒏𝒔 𝒐𝒓 𝒄𝒓𝒆𝒂𝒕𝒊𝒏𝒈 𝒕𝒘𝒐 𝒑𝒐𝒔𝒊𝒕𝒊𝒐𝒏𝒔 𝒐𝒖𝒕 𝒐𝒇 𝒐𝒏𝒆 𝒅𝒖𝒆 𝒕𝒐 𝒕𝒉𝒆 𝒐𝒗𝒆𝒓𝒘𝒉𝒆𝒍𝒎𝒊𝒏𝒈 𝒍𝒊𝒔𝒕 𝒐𝒇 𝒅𝒖𝒕𝒊𝒆𝒔?
🧐𝑫𝒐𝒆𝒔 𝑯𝑹 𝒓𝒆𝒂𝒍𝒍𝒚 𝒓𝒆𝒇𝒓𝒂𝒊𝒏𝒔 𝒇𝒓𝒐𝒎 𝒉𝒂𝒃𝒊𝒕𝒖𝒂𝒍 𝒃𝒊𝒂𝒔 𝒂𝒏𝒅 𝒈𝒖𝒂𝒓𝒂𝒏𝒕𝒆𝒆𝒔 𝒆𝒒𝒖𝒂𝒍 𝒐𝒑𝒑𝒐𝒓𝒕𝒖𝒏𝒊𝒕𝒊𝒆𝒔 𝒇𝒐𝒓 𝒆𝒗𝒆𝒓𝒚𝒐𝒏𝒆?
🧐𝑫𝒐𝒆𝒔 𝑯𝑹 𝒄𝒐𝒏𝒔𝒊𝒅𝒆𝒓 𝒕𝒉𝒆 𝒄𝒂𝒏𝒅𝒊𝒅𝒂𝒕𝒆’𝒔 𝒆𝒙𝒑𝒆𝒓𝒊𝒆𝒏𝒄𝒆 𝒘𝒉𝒆𝒏 𝒇𝒐𝒍𝒍𝒐𝒘𝒊𝒏𝒈 𝒔𝒕𝒂𝒏𝒅𝒂𝒓𝒅 𝒐𝒑𝒆𝒓𝒂𝒕𝒊𝒏𝒈 𝒑𝒓𝒐𝒄𝒆𝒅𝒖𝒓𝒆𝒔 𝒕𝒐 𝒔𝒆𝒕 𝒖𝒑 𝒅𝒆𝒑𝒂𝒓𝒕𝒎𝒆𝒏𝒕𝒔 𝒇𝒐𝒓 𝒔𝒖𝒄𝒄𝒆𝒔𝒔?
Maybe technological savviness is not the most crucial element of HR analysis after all? We believe that Human Resources, first of all, needs to strive to keep that unique human touch throughout every single process and area of influence in the company…