The world of human resources and personnel has two very different sides. Half of the operation is data driven and lends itself perfectly to analytics. Envision tens of thousands of resumes pouring in the door …. each with achievements that have to be categorized. …. claims that have to be fact-checked. And then there’s the gut-feeling side. That’s the one where an experienced manager must decide if this person is likely a good fit for the company’s culture. Is the applicant honest? Might they be a perfect fit for a job that they did NOT apply for but a poor fit for the one they did? Then there are the areas of extreme sensitivity. This is where biases of sexism or racism can play a role. Can analytics do a better job? According to Ben Taylor, the chief data scientist at HireVue, sometimes it can and sometimes it can’t. If the software is programmed by someone with subtle elements of racism or sexism, the analytics can mimic and extend it. What’s the answer? Ben Taylor joins us today to try and figure it out. So, Ben, let’s start with the analytics limit. When IS a human better?