Robotic Process Automation in HR and recruitment is an urgent business need. Digital tools “take over” routine processes, freeing HR managers’ resources to solve strategic problems—for example, a cool chatbot recruiter tool.
Recruiters receive many emails and calls containing similar questions related to job descriptions, key requirements, corporate policies, and salaries. It takes a long time to respond to each candidate or redirect them to the FAQ page on the company’s website.
Intrigued? Read on!
What is RPA?
Robotic Process Automation (RPA) is a rapidly developing innovative technology in the automation field. RPA is one of the most powerful business process optimization tools today. This groundbreaking technology fundamentally changes the business operating model, replacing people performing routine tasks with robots.
A recently published Ernst and Young (EY) study indicated that 30 to 50 percent of new RPA implementation initiatives encountered problems. But the first temporary difficulties give companies invaluable experience in finding the best path in the digital world in a competitive environment where standing still is inevitable to lose.
Today the world is concerned about how to develop the economy further. How to get back to sustainable growth? There are two trends on the surface: the first is robotization, and the second is environmental friendliness. The first benefits business, especially at low rates, but not always beneficial to the state.
Read about automation for consultancy.
Biggest Challenges HR and Recruitment Face?
All companies are engaged in selecting personnel—even those with no HR policy, and managers are involved in HRM without regaining consciousness. But everyone has recruitment – from startups and flower stalls to giant companies. They all need people: some of them constantly, some of them occasionally. Most HRs started their careers with recruiting, and many executives conduct interviews from time to time. Therefore, this work does not seem difficult for anyone.
But the paradox is that many companies cope very badly with the selection. And even if they more or less manage to do it, they still complain of serious difficulties.
When recruiting from year to year, it’s easy to overlook your own mistakes: it’s always easier to refer to demographics, industry specifics, high expectations of job seekers, and so on. But if everything has reached a standstill, there is nowhere to go – you need to change something. Then a look from the outside is useful, and we will gladly share our observations with you.
1. Inability to organize a sufficient flow of applicants
The recruiter works with the same candidate stream sources and does not restructure their work for different vacancies. This is partly a continuation of the previous problem.
What is the problem? Recruiters often follow the stereotype: if suitable candidates came from this site yesterday, they would also come this time. You need to wait. However, time is wasted while they wait, and vacancies are empty.
2. The work of a recruiter is not automated
At all stages of the selection, the recruiter does everything manually without using auxiliary software. Thus, why not turn to HR process automation?
What is the problem? There are many routine and time-consuming processes in recruiting. According to the recruiters themselves, they do it “automatically.” So isn’t it easier to entrust the work to a special robot than to turn a person into it?
Many manual workloads a recruiter so tightly that they do not have time for active and proactive recruiting (these problems have already been written about above).
Simply put, a recruiter has no time to think about how to do better and what to change. They have no time to master new technologies. At the same time, recruiting becomes more difficult and requires new approaches, and the requirements for an HR manager are increasing. And this only exacerbates the problem.
3. Statistics on selection are not collected or analyzed
Or it is assembled but not used in practice.
What is the problem? Typically, HR departments are limited to the minimum statistics needed to report back to management. But the recruiters themselves are either not interested in delving into statistics, or they have no time. However, recruiting provides a ton of data for analysis. If you learn to work with them, then recruiting can be greatly improved.
4. Recruitment of competing companies is not analyzed
Competitors can be both companies from your main market segment and completely different industries if your interests overlap in the labor market. For example, sales managers are often ready to be hired from related industries, so companies from different markets can compete for the same candidate.
What is the problem? By not analyzing the recruiting of competitors, you are missing out on many useful things. Often the actions of other companies will more clearly indicate your mistakes and suggest great ideas.
5. Poorly organized work of the HR department as a whole
For example, the department was formed spontaneously, and its place in the company’s structure is unclear. Interaction with other units is not regulated. There are no clear rules for interaction.
What is the problem? All defects in the HR department affect recruitment, as well. If there is no clear interaction scheme within the department and with other company divisions, this slows down the selection. For example, candidates sometimes go tHRough all the interview stages in a couple of days or have to visit the company for weeks. As a result, most nimble and promising ones manage to find another job.