Automation has become one of the key aspects of businesses in recent times. The increase of automation, combined with AI, has changed the direction and functions of the workflow. This further accelerated post COVID-19. AI-based technologies are currently employed by 40% of global HR departments, according to PwC research.

The unpredictable current scenario has pushed many organizations to broaden their perspective and rebuild their hiring approach, and ensure that they have the required qualified people with specific skill-sets to optimise and focus on business continuity.

Automation has also had a deep impact on HR functions. With recruitment process automation you can find the right candidate quicker, fill job roles faster and upgrade your brand image as well. Several companies have started to use AI-based applications for their HR functions and related processes like data entry, scheduling, work management, and IT support.

In fact, AI is the top trend influencing how people are hired by 35% of talent professionals and recruiting managers, according to a LinkedIn survey on talent trends.

Recruitment process automation (RPA) is the technology that uses Machine Learning and Artificial intelligence to perform manually performed human tasks and functions in a time-efficient manner. It can be used to perform simple, daily tasks like sending automated messages and emails to the more complex set of functions handling several bots.

By learning and understanding their worth, RPA and automation provide forward-thinking organisations and talent acquisition managers with additional tools to boost recruiting efforts.

Reshaping the Future of Hiring

Recruitment has always been one of the most important aspects for organisations. With the new model of remote or hybrid work modes, it is critical for companies to ensure the employee is the right fit beyond mere skill sets. Companies and recruiters have adopted creative use of technologies and shifted to virtual platforms to approach the recruiting process. 

A large number of candidates apply for job posts and interviews. Assessing them individually, which has been the typical practice thus far, can be cumbersome. In today’s tech-driven world, technology delivers solutions that make these processes much easier to execute, and in a more efficient manner. Recruitment Process Automation will provide this solution to hiring firms and recruiters. 

The automation of the recruitment process is not a single job but an amalgamation of various aspects involved. From the screening of candidates to scheduling interviews and connecting with them further is all part of it and can be looked over by RPA. 

Every step of the recruitment process can now be replaced by new digital tools and platforms. Machine learning, predictive data analytics, and artificial intelligence are technologies these digital tools are majorly built on. Recruitment automation can take care of a number of functions, including building and storing candidate files, emailing candidates, producing and uploading job ads, and most importantly reviewing CVs. 

RPA can be used by recruiters to gather candidate information, develop broader talent pools, track candidates, and also evaluate recruitment success. RPA also enables recruiters to connect with candidates on social media platforms such as LinkedIn, Facebook, Instagram, and Twitter.

Data-influenced decisions can improve the quality of the workforce leading to unbiased and more diversified choices based on skills and experience.

This will also save time and allow the organization to focus on the other important aspects of work as well. In fact, increasing HR Team productivity by 30% on average, saving time.

Automated software testing further highlights their skills and strengths and helps to make the best choice.

RPA opening up new avenues in the job market

The Automation Industry is huge and with RPA on the rise, there will be a further increase in the number of talent required in the tech (automation) sector. Automation engineers will see a huge demand in both development, programming and testing departments. 

Proficiency in computer programming and software development, troubleshooting skills, data management, using various tools, such as Maven, Solenoid, JUnit, Configuration Management (CM) Software Experience, etc. are few skills that will garner significant demand in the automation industry.

Conclusion 

Recruitment Process Automation can empower a business with the right choices and efficient functions. However, one should not forget that human communication with the candidates needs to be prioritized in any organization. 

RPA can lessen the burden of HR personnel and all those involved in talent acquisition. It saves time and energy. Organizations need to understand the balance between technology and human interrelation to accentuate their individual and team performance.