Putting the ‘Human’ Back in Human Resources

Artificial intelligence and automation are revolutionizing human resources. For example, in video interviews, AI can analyze an interviewee’s facial expressions and vocal inflections to rate their performance.

AI can sift through thousands of applications to find the most qualified candidates. It can even monitor morale to evaluate how likely specific employees are to leave the company.

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While this new technology offers plenty of advantages in terms of saving time, increasing efficiency, eliminating biases, and more, it can also take the human out of human resources.

New technology offers plenty of advantages in terms of saving time and increasing efficiency. Click To Tweet

Relying too heavily on automation can create a perception that the HR team is detached. If you become too focused on the numbers or data points, you risk losing sight of your company’s most valuable resource: its people.

The vital thing to remember is that the HR team’s primary role is to develop and sustain a healthy, positive company culture. The type of office where people love showing up to work, where they know they’re being heard and respected, where they believe in the company’s mission and values. And thankfully, this is a job that requires a human touch.

The HR team’s primary role is to develop and sustain a healthy, positive company culture. Click To Tweet

How to Keep the Human in Human Resources

Be a Presence in the Office: Human resources reps should make the rounds in the office. The better you get to know employees and the more rapport you build, the more comfortable they will feel coming forward when they need help or advice.

Interacting with employees also provides an opportunity to get a pulse on morale and model the behaviors and attitudes that your company values.

Advocate for Employees: This ties into the last tip—you want employees to know that HR reps will be impartial and unbiased should they need help. HR leaders should also be the voice for employees among the C-suite. Their input can help craft policies that will build an attractive culture for current and future employees.

Look for a Story, Not Keywords: While automation can help to eliminate unqualified candidates, it’s up to recruiters to actually get the best talent on board. Building relationships is the only way to know whether a candidate is the right fit for the company, and whether the company is the right fit for the candidate. Sometimes an outside-the-box prospect—someone with a unique background or someone who’s changing careers—can end up being the best hire.

Grow, Don’t Replace: When an employee leaves the company, look at that open position as an opportunity for growth. Rather than replacing that employee with a similar candidate, try to find someone who offers something more, who can bring fresh ideas and a new perspective. How can this new person make your company better? Again, look beyond the keywords and consider each candidate’s unique attributes.

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