"If data suggests a hiring problem..." How would HR know? Are they analytical?

Who tends to enter HR and hiring silos? Data ninjas? Not exactly, guys.

You see articles like this all the time, where some academics run a relatively-complicated analysis of hiring and recruiting practices through the lens of diversity, and then propose at the end that HR and TA should be more "data-driven" and figure out where their blind spots are with intel.

All well and good, but can HR do that?

I went to a grad program …