The biggest problems with HR analytics, and intelligent software like Machine Learning boils down to one thing. The behavior of people in organizations is not like Jeopardy, Chess, Go, Marketing funnels, Autonomous cars, or other problems with a relatively finite set of answers. Thus, the tools one uses to solve those problems will always be wanting when applied to organizations.
Current tools are fantastic for reviewing the past and speculating about a future where nothing changed in the interim. Intelligent software can tell you a lot about the past and nothing at all about the future. That should be the thing you notice most about the score given a recommendation. It should be marked ‘based on historical inputs.’
When you hear that intelligent software is less error-prone than human beings, that’s not exactly true. It’s clearer to say something like, “Historically speaking, this decision is 90% likely to produce the same result as
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