Improving the Candidate Experience through Automation
Through our insight, experience and independent Vanguard research, we have identified that candidate experience is an area which can be significantly improved with Automation.
In large organisations, it can take anywhere between 60 and 120 (or more!) days to on-board someone - this is from the point where a candidate is offered a role to their first day of employment. Such lengthy on-boarding processes can leave candidates feeling uninformed, disengaged and may even result of them withdrawing from the process altogether. This can cause dire consequences for an organisation including loss of talent, increased risk exposure and increased financial implications.
So how can we solve these issues through automation?
Robotic Process Automation (RPA) refers to software which can be programmed to undertake manual human tasks. In this instance, a robot can be programmed to send emails from the hiring company to the candidate to ensure that they are informed of their progress between different stages of their application. This enables an organisation to effectively manage candidate expectations so that they are fully informed of both the hiring process and the timelines associated with this.
The vetting process can take anywhere from 3 to 6 weeks and there may be minimal contact between the hiring company and the candidate. Using RPA to regularly keep in touch with candidates will help them feel engaged with the business from the get go. To further enhance engagement, organisations can programme automated emails which update candidates on company news and information as well as any other advice which may be useful prior to their first day. This promotes a culture of effective communication and inclusivity which the candidate will be eager to become a part of.
The possibilities are endless and this example only touches the surface on how RPA can optimise HR processes. Robots don’t look to replace people, but rather, they enable HR teams to be feed from mundane and repetitive tasks so they can focus on value-add tasks and on the ‘Human’ part of Human Resources.