Find Out the Sweet Spot for Cognitive HR

Lately, artificial intelligence or cognitive computing use in the HR professional environment is capturing more and more attention.

In a time when “tech-minded” people are already eager to experiment new cognitive solutions, most of the professionals are inched to take more calculated approaches; they will gladly receive counseling with the aim of improving the success chances of their HR operations.

In this post, we’re looking to provide the necessary guidance for those professionals who are looking for the sweet spot of the cognitive HR space. The world’s changing really quickly, and all HR professionals (and not only) need to adapt to this amazing marketplace that shifts on a consistent basis.

So What Does “Cognitive” Refer to?

Cognitive computing is defined as a complex computing system which manages to interact with human beings in a natural way. It learns, understands, reasons, and interacts. Simply put, cognitive computing solutions bring the solutions that A.I (artificial intelligence) are bringing right now. Only that these systems are specifically aimed to serve the needs of the HR professionals from all across the world.

The main differences between the behavior of cognitive computing software and other applications is based on four key features:

They Understand the Human’s Language & Intentions

Cognitive computer systems are similar to humans according to the ways they grasp and process information that comes in unstructured conditions. They have the capacity of understanding patterns of different languages and capture sensory inputs.

Take as an example, the fact that a cognitive application has the capacity to analyze a lot of audio content (examinations, recordings of different human resources centers). The purpose? To identify different patterns and keywords that reflect the frequency, emotion, and the voice tonality of the prospects.

They Think and Reason Like Humans Do

Cognitive computing software understand more complex ideas that can only be initiated by humans. For example, a manager is looking for an internal role, so a cognitive app will scan the candidate’s profile, performance, and previous experiences.

Furthermore, in order to determinate if he or she would be a strong fit in the organization, it can analyze the candidate against of a successful job holder.

They’re Consistently Evolving Through Learning 

A cognitive computing system is always up-to-date; it learns and develops itself through each database entry, interaction, and result. This capability becomes demanding in the HR world, new politics rules and professional regulations are in a constant. Moreover, most companies strive to improve the talent potential of their prospects, so the usage of cognitive systems should really come in handy.

They Interact 

There are no specialized skills needed in order to interact with a cognitive system. People can easily interact with them by only using normal language. This amazing capacity gives this technology an immense applicability to a wide range of HR professionals.

And as new technology arises, everyone’s eager to implement it as soon as possible, in a wide area of domains. Look at the augmented reality trend. In this moment, thousands of companies are beginning to take advantage of the newest technology. Why? Because it brings results.

It’s the same with assignment help. When companies understood the power of outsourcing, they’ve began investing their money on talented freelancers. The results? You bet they were positive!

Nevertheless, these amazing HR cognitive systems are definitely a game changer in the human resources space. As soon as people get it, there’s going to be a huge change in the way companies will interact with their clients, prospects, and customers.

The Relationship Between Employees and Cognitive Computing Software

This “new” technology comes with an amazing potential of benefits for human resources. In order for a company to be stable, the employees must adapt and fully accept the big change which is happening right now. It would be ideal that most employees would consider an A.I’s advice as valuable as if it was given by a real human being.

By some researches related to the replies of over 8000 employees concerning several human resources concerns, the feedback offers several indications for organizations which are hoping to find out the “sweet spot” for cognitive human resources. Here are some of the highlights of the research:

  • Regardless of the source, which often lies between traditional or cognitive, employees make similar, if not the same decisions. It means that in fact, they can easily acquire appropriate information from cognitive HR software and therefore do the same decisions as if they were given advice from a real person.
  • Informational advantages that cognitive can offer; the information received from cognitive systems is more concrete, so they are better for not-so-simple decisions.

Therefore…what does “cognitive sweet spot” actually mean?

According to the benefits of today’s cognitive apps’ uses, we can identify several important factors for a successful HR culture. Basically, organizations should go for scenarios where:

  • Decisions tend to be complex and wealthy in information – more often than not, a bigger range of possible inputs which come from alternative data sources are often required.
  • The interactions between users are diverse and quite frequent – when there are more than just a few requests, big companies can leverage the cognitive technology to sort, organize, and measure the applications of prospects.
  • Unstructured information flows like a river– there’s also the case in which high volumes of information are flowing into one channel. For a human being, this could become overwhelming. For a cognitive system? Not so much!
  • The output needs to be personalized in accordance to the user’s needs – In this case, the specific wants, needs, and desires of a highly diverse, wide, and complicated workforce.


Cognitive computing seems to play a huge role in the activities of a modern HR department. In fact, the only persons responsible to make this change would be the founders and the CEO’s of each company. By improving the performance of each of your departments (especially the human resources one,) any company can climb up the ladder and expand to great heights.


Lucy Benton is a writing coach, an editor who finds her passion in expressing own thoughts as a blogger. She is constantly looking for the ways to improve her skills and expertise. Also Lucy has her own blog ProWriting where you can check her last publications.

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