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Human Resource departments are busy all over the country. It’s not easy work, as HR workers are responsible for a lot of different, often repetitive and time consuming tasks to keep a business running. As we push towards a more data driven world and keep pushing the bounds of what we expect from our employees, the checklist of what needs to get done by a single employee in human resources can be exhausting, leading some previously important daily routines to be pushed to the side.
We often like to think that it’s hard to quantify attributes of people. There is a perceived barrier that we must hurdle over in working with human resources. While it’s impossible to let machines handle every business need related to human resources (no one would want to be let go by a machine after all), there are some aspects of the job that do lend itself well to emerging technology. Robotic Process Automation (RPA), and its ability to replicate and execute large process at fast speed with pinpoint accuracy, is one such technology that has seen a great intake in the HR realm. In the article below we will be detailing out two of the most common use cases we see today in the HR world – Talent Acquisition and Employee Onboarding – and how RPA has been an exceptional resource in these fields.
The Talent Acquisition game has changed – what once was based cold calls and reading resumes sent in by hand is now done primarily through LinkedIn and recruiting SaaS companies. It has gotten easier to find people for any given position at the expense of having to sort through many more resumes. Filtering that influx of resumes is very time consuming and is often procedural, with recruiters searching for key words or experiences before they pass the candidate onto the next round of interviews or screenings. RPA is the perfect solution to help lessen the time it needs to find your next Rockstar. RPA bots can quickly search through resumes, regardless of format, and pick out the key phrases that you were looking for, helping streamline and quicken the recruiting process. You can now focus on the person to person conversations rather than strain your eyes reading through PDF’s or webpages.
Onboarding is another activity that is a perfect fit for RPA. When onboarding new employees, tons of emails move across departments, getting the new employee ready for work. However, with all the hands in the pot during the onboarding process, it could take weeks to get anybody up and running. Luckily this process is also one of the most structured out there as everyone will likely need to get similar access when they first start. RPA Bots have been seeing a real growth here, with HR departments using bots to handle all the digital work involved. Now onboarding is as easy as clicking “approve”, rather than going through a 100-step process. Better yet, your new hire doesn’t have to feel like they can’t work optimally for weeks after they start.
I choose to write about talent acquisition and onboarding since they fit the RPA methodology so perfectly, however, there are tons more opportunities in the HR realm. What really excites me about HR possibilities is the true transformation RPA brings to the table here. It allows human resources to move more towards relationship and growth development rather than paperwork and documenting. In short, it is putting the Human back in the Human Resources.