Linking technology and people: The role for IT in HR

By Colin White, managing director, Ortus Research

THE USE of information technology (IT) in all areas of life continues to increase exponentially and our reliance on these created systems becomes greater with every new plug-in and update. This month I spoke with a number of human-resources (HR) professionals at several UK law firms to find out how their IT usage has evolved as new technologies increasingly pervade their experiences.

There are, of course, many different functions within an HR department and the use of IT is central to most, particularly those where mass data capture is essential. There is a broad spectrum of software packages designed for every imaginable HR function and this complexity can provide a challenge in itself. One city HR director told me that in the search for a new system, many of those demonstrated “went too far and threatened to remove the human element”. Clearly a balance is needed to avoid replacing the ‘human’ with resources.

Recruitment at all levels generates a huge amount of data that needs to be stored both for practical reasons and for data-protection compliance, so an efficient system is invaluable. This is also one of the highest profile functions of an HR team and parts of this are moving steadily along the road to automation, with many firms launching online-application portals. The area where this has had the most noticeable effect is in graduate recruitment. The sheer number of these applications makes IT tremendously helpful in managing the process effectively. Diane Price of Martineau Johnson said: “Graduate recruitment is the area where IT has made a huge difference for us – the software helps sort information such as universities and grades.” Mass data management is perhaps the most obvious benefit of IT usage in HR departments but there is an area where some feel the objectives have become obscured by the technology. IT systems are employed to assist in the external recruitment of qualified solicitors and a growing number of firms have launched internet portals where applicants or agencies can submit personal details for advertised vacancies.

Does this encourage applications from the best available candidates or do they prefer to have interaction in what is a very traditional industry? Our research suggests that the best solicitors are unwilling to input their details into an internet portal or CV submission service and that this only works at the most junior levels. Graham Smith, human resources director at HBJ Gateley Wareing, said “If we ask for too much without even speaking to someone, it will put off those with the most to offer.”

Recruitment agencies provide an essential service to all major commercial law firms in ensuring that they have access to the best talent that becomes available. An unfortunate and unavoidable side effect of the healthy law economy is that the marketplace is awash with talent of all levels, so selection skills within firms are critical. Although online-application capability has clear benefits in terms of cutting down administration and data management, several users from both ends have voiced concerns. One City recruitment consultant said: “How can I advise either clients or candidates effectively if debate and explanation are removed from the process?” Others have told me that they dislike automation and administration as it excludes personal insight and opinions about the candidates they represent. Consequently, it is perhaps unsurprising that the agents who feel like this prefer to avoid dealing with faceless systems and instead present their best candidates to the firms valuing their own skills and input the most.

This sentiment is shared by Sarah Rogers of Bond Pearce: “Populating the database with information from candidate submissions is a very time intensive task and if I can speak with people to avoid irrelevant applications coming in, I would rather do that to save time, build relationships with those people I know are informed and to make sure that we only receive details that are likely to be interesting and relevant.”

It is clear that there is equilibrium to find in making sure that IT resources do not sideline human input. Automation in a people business requires a balance to be achieved if we are to avoid dehumanising our most precious resources. Achieving this elusive harmony remains the challenge but the more important issue is recognising that it is worth seeking.

Colin White is managing director at Ortus Professional Search. He can be contacted at colin.white@ortussearch.com