here's a random thing I found - first search result - about evidence-based paradigm in HR
first paragraph
I mean obviously, use what you believe to be the best possible data
but 1) don't pretend that facts exist in some separate, sterile environment closed off from feelings. it's always both.
2) you have to constantly test the quality of your data-gathering tools just as you should question your own assumptions - they're both epistemological question and both unresolvable. you'll know never for a 100% certainty that what you're doing is the best or correct decision - or even if such a thing exists.
I assume if you actually talked to an HR person or whatever they'd be like "well yeah, of course, obviously" but it's again the abstract of a "paradigm"
I mean there's an entire industry devoted to selling companies (and presumably govts as well) these products - ATS, HRIS, HCM, etc - and it's obviously in their interests to convince the people making decision to buy their tools to help them make decision
really "evidence-based" doesn't even come off like opticratics or an appeal to authority so much as marketing