Data and intuition: how can HR make good decisions in 2025?

Among the HR-supporting opportunities offered by recruitment on digital platforms, the most useful is measurability and the large amount of real-time data resulting from this.

Should the human factor be excluded?

Of course, in addition to the available data, it is recommended that professionals also listen to their human intuitions regarding each applicant, but an incomplete information base can easily lead to disadvantageous decisions, whether it is about assessing an application or negotiating a salary. In a situation of information deficiency in recruitment, the phenomenon may occur when professionals form an opinion based on a single data point, which reduces their chances of selecting ideal colleagues, and such situations should be handled consciously.

Therefore, when making appropriate professional decisions, it is important that they are supported by as much relevant and appropriately weighted information as possible. The appropriate amount and quality of data is suitable for refining expert intuitions, so that they can be properly channeled into the decision-making process. It is also important that professionals have a prior idea of ​​the ideal candidate, their expected needs and preferences, and information about where and how they can be approached – and this also requires appropriate data.