RPA in Recruitment

Updated: Oct 6

The function of recruitment in HR is a fundamental one. Finding the best talent and onboarding the new recruits is all critical to the recruitment function. But how can Robotic Process Automation (RPA) improve the end-to-end recruitment process?



In particular Public sector industries, HR departments do not have integrated systems. There is a lot of manual input; lots of paper forms; data heavy spreadsheets; emails; word documents; and they tend to use many third-party providers. This means that the process sits across several systems and with a significant amount of duplicate information because there is no integration. For example, a form is sent to someone and then entered into another system, which is typical of non-value add tasks.


RPA can save a lot of time and effort. Instead of manually adding candidate information into one system, RPA can take over this task so that the HR team can really focus and spend their time on more critical and value add tasks. This includes assessing the suitability of a potential candidate, rather than spending time on doing admin.


RPA does not look to get rid of people, they still have an important role in the recruitment process such as interviewing and assessing candidate suitability. The fear of ‘RPA will take over my job’ is a myth. RPA does all the non-value add admin and getting it to work alongside people is the crucial part. RPA is rule based and by automating the monotonous rule-based tasks, it creates space for people to do more meaningful work. A common misconception about RPA is that it "learns", but in fact it needs to be taught and given instructions on what it must do. This means that RPA works best with processes that are under strict rules and have few exceptions. This will ultimately make HR Teams more efficient, more cost effective, reduce the time to hire and overall provide a unique and slick employee experience.


Having a single source of data is integral to creating reports, which will in turn improve the desired areas of the recruitment process. Once this is achieved, RPA gathers the necessary data by a robot from the relevant systems. It is at this point that it is required to work with people that have a thorough understanding of the network, individual systems and current processes.


Overall, RPA can help the recruitment process in many different ways. RPA does not look to replace humans, but rather it is looking to help recruitment teams do the value-add tasks and spend time identifying good talent and reduce the time to hire.


To find out more about Veran's approach to RPA and AI contact becky@veranperformance.com.

+44 (0)20 3858 7379

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Veran Performance Limited

Unit: 01.02.01
The Leather Market
Weston Street, London
SE1 3ER
020 3858 7379

Company no: 800089