RPA in Recruitment

Updated: Aug 8, 2019

The function of recruitment in HR is a fundamental one. Finding the best talent, bringing the new recruits on board 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 don’t have integrated systems there’s 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. There also tends to be a significant amount of duplicate information because there isn’t an 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 on the 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, because they are needed in crucial recruitment processes such as interviewing and assessing candidate suitability. The fear of ‘RPA will take over my job’ is a myth, as RPA does all the non-value admin. Getting RPA to work alongside people is crucial, as RPA is incredibly ruled based. 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 rather it needs to be taught and given instructions on what it must do. This means that RPA works best with processes that have few exceptions and strict rules. This will ultimately make HR Teams more efficient more cost effective, reduce the time to hire and overall provide a unique employee experience.

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

Overall, RPA can help the recruitment process in many different ways. RPA does not look to replace humans, but rather its 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.

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