Robotic process automation not only empowers talent acquisition but also helps HR professionals arrive at the right hiring decisions quickly and efficiently.
FREMONT, CA: Emerging as a silver bullet to give talent acquisition an all-new makeover of optimization, robotic process automation (RPA) is making strides in the recruitment landscape. Proving to be effective in transforming the creaky and impersonal recruitment processes, RPA has been gaining immense prominence in the HR industry. Learning and understanding the value of RPA provides forward-thinking organizations and talent acquisition professionals with intuitive tips to improve their efforts. Below is a list of applications of RPA in recruiting.
Sourcing Qualified Candidates
With so many talents willing to enter prospective job opportunities, it can be nearly impossible for recruiters to engage with every candidate. RPA can automate the online sourcing process by canvassing talent pools and databases for qualified candidates. With bots sourcing candidates on the web, recruiters can spend more time consulting on talent acquisition strategies. With RPA and talent acquisition experts sourcing candidates and offering guidance, organizations will be better positioned to extend attractive job offers to the deserving candidates.
With the use of automation, HR professionals can reliably engage and communicate with candidates. The time that the recruiters are freed from automatically sourcing candidates can be spent to design attractive recruitment marketing campaigns that can be sequenced to both passive and active candidates. This will create a higher level of engagement among talents. Automating recruitment marketing campaigns also ensures regular correspondence and provides relevant job postings. This builds more robust talent pipelines and strengthens the enterprise visibility.
RPA can assist both the HR teams and candidates with the interview scheduling process. Bots can offer candidates with real-time access to a recruiter’s calendar and suggest specific time slots based on interviewers’ availability. After a candidate is shortlisted for an interview, an automated invite is sent to both interviewers and interviewees, and the scheduled time becomes unavailable for other candidates. This can remove many daunting efforts associated with scheduling interviews.
While RPA can make recruiting functions more efficient, organizations need to be aware of how to successfully implement this technology into their current systems.