How to Use RPA for Recruitment Automation
How to Use RPA for Recruitment Automation
Human capital is undoubtedly among the most valuable resources of a business. And attracting the best-fit talents and recruiting them is a particular task. So, the recruitment process comes with its challenges.
Recruitment professionals are responsible for:
- finding the most qualified talents,
- maintaining a diverse and inclusive workforce,
- managing the recruitment costs, and
- contributing to the long-term talent acquisition strategy of a business.
Primarily for repetitive but essential tasks that must be carefully implemented and frequently monitored, various tools such as applicant tracking systems, cloud storage, and human resources information system (HRIS) back the recruitment process.
Like many other business departments, recruitment is evolving thanks to Robotic Process Automation (RPA).
In this article, we will talk about how businesses can manage recruitment automation with RPA.
What does RPA implementation mean for recruitment?
We can simply describe RPA as employing bots for activities that do not tolerate mistakes. Yet, these tasks are also usually time-consuming for humans. Therefore, businesses can efficiently utilize RPA technologies to provide human-like productivity to their recruitment departments.
As the recruitment process consists of many phases, RPA is a great tool to optimize the whole process. You can schedule the RPA bots to work at any time. Thanks to RPA technology, HR professionals can focus on strategic tasks such as personally engaging with the most suitable candidates.
IT departments usually collaborate with HR to identify the existing issues and create a roadmap aligned with a company’s standards. But, first, they assess the recruiting processes to find the functions most suitable for automation in the unique environment of every organization.
They research and develop RPA capabilities. Then comes documenting and tracking each automated task periodically for long-term success.
Human Resources Automation has enormous benefits, including decreasing cost-per-hire, providing a significant return on investment, and boosting recruiting accuracy.
Besides, it ensures reduced bias in the recruiting process. This last aspect is critical to ensure a merit-based workplace where everyone has equal chances to be recruited depending on their skills.
How can RPA help in recruitment?
Above, we mentioned what it means to implement RPA in recruiting. Here we will scrutinize the specific applications of RPA in recruitment more closely.
1. Sourcing Candidates and Creating Talent Pools
In such a competitive business environment, it is inevitable for recruitment departments to apply some sort of pre-selection before engaging only with the most fitting candidates. This is the first step that RPA technology can help talent acquisition automation: managing the online sourcing process and creating the company’s database.
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Bots backed by RPA can source candidates on multiple websites and job boards, reviewing resumes and other essential general information. In addition, they can extract data from sources to identify potential candidates for a specific position.
This process provides recruitment departments with a whole database and saves HR professionals from looking through individual profiles. RPA technology can also create and update talent pools to gather and filter potential candidates to be evaluated for future opportunities.
The most beneficial side of RPA in sourcing and filtering is that it lets HR professionals strategize on employment offers and recruitment marketing. After all, these tasks require more human intelligence and contribute to accomplishing a business’s long-term goals.
2. Background Check and Document Validation
Of course, the reliability of any candidate is a central concern for the recruitment departments. There is no space for mistakes.
This is another significant task that RPA bots can easily carry out:
Checking the validity of a document submitted by a candidate. For example, the bots can review the degree certificates or identity documents of a candidate and validate them.
Most organizations require the bots to send the documents to an applicant tracking system where background check results are performed. Therefore, checking and validating are essential tasks that can save HR departments time and help them avoid possible mistakes.
3. Contacting the Candidates and Scheduling Interviews
RPA bots can also go under the task of initially contacting the suitable candidates that applied for a position. Chatbots help decrease the time for the candidates between application and receiving the first response.
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Asking for helpful information about a candidate’s educational background, experience, and skills and answering their questions regarding the recruitment process are among the primary tasks of chatbots.
Besides, during the communication process, RPA bots can analyze candidates’ communication skills by deploying various analysis tools. For the candidates that are qualified enough to take the next step, RPA can also manage the interview scheduling process.
For example, RPA bots can offer a schedule where the candidates can set up their interview time without bothering HR teams to organize a schedule themselves. Moreover, if you need another pre-selection method, RPA bots can help businesses utilize video interviews before in-person ones.
4. Candidate Satisfaction
RPA tools help the recruiters and provide candidates with a better experience regardless of the result. Candidate satisfaction is significant for the reputation of a business to treat potential talents in the way they deserve.
In the form of e-mails and surveys, RPA bots can collect first-hand data about candidate satisfaction during various phases of the recruitment process. Furthermore, as the candidates wait for a response, the bots can inform them about any possible updates. This ensures efficiency for both the recruiters’ and candidates’ valuable time.
Thanks to RPA, HR teams can effectively automate the manual tasks in recruitment. As a result, recruitment professionals can bypass the general repetitive tasks and intervene in challenging aspects that mostly require human labor and intelligence. As a result, this division of labor brings productivity to talent acquisition and a business’s broader operation.
While implementing RPA, you must remember that human emotional labor makes a difference in the most sensitive aspects of recruitment.
That’s why not only RPA-backed processes but also the non-automated processes of engaging potential colleagues should be carefully elaborated for permanent success and a thriving company environment.
Schedule a demo today to discover RPA in recruitment.