Ironically, computers are how I got my first HR job and why today I probably wouldn't be given that same opportunity again. Computers make it much easier for people to apply for jobs and the economic downturn made companies cut recruiting staffs to a minimum. So to take my company as an example, at any given time we have at least 50 job openings spread out over 10 or more locations, and maybe 20,000 candidates who apply for those 50 jobs. There isn't a chance in hell that the 2 recruiters we have could go look at 20,000 resumes. So they use a computer system to pick the top XX candidates. Using a forklift operator position at my location as an example, we have a lot of those jobs in our area and get 500 to 1,000 people who apply per forklift opening. The computer system will narrow it down to say 50 people who live within 20 miles of the location, have 5 or more years of forklift experience within the last 10 years, and work or have worked for 1 of 4 companies that we know who have the same inventory system as us. Those 50 resumes will be the only ones that get looked at. Forklift positions at other locations may not get anywhere near that number of applicants, so applicants for those locations may have other criteria that gets used to narrow the field.
HR, Accounting, Finance, and Engineering positions wherever they are almost always get 100s of applicants or more, so part of the computer narrowing almost always cuts anyone who doesn't have a specific degree.