Robotic Process Automation (RPA) in recruitment is the technology in which back-office tasks are automated during the hiring process. Major organisations choose to adopt RPA in order to eliminate repetitive tasks, minimise manual labour and improve recruiting productivity. Tackling administrative workloads, RPA frees up recruiter time and enables hiring teams to focus on higher-value work to promote effective decision making and communication.
RPA integrates with existing tools to enhance current processes. Working behind the scenes means users don’t have to adopt a brand-new technology platform or get to grips with learning new software.
Robotic Process Automation vs Artificial Intelligence
Robotic process automation software follows specific set user instructions to complete and streamline high volume tasks. Many implement rule-based RPA in recruitment to help process job applications, manage talent databases and match candidates to job roles.
Artificial Intelligence mimics human intelligence to complete recruiting tasks. Imitating human responses through machine learning. AI-powered can include different areas of use such as chatbots, interviewing and pre-screening tools.
However, organisations have become increasingly hesitant to implement Artificial Intelligence within their hiring process due to the risk of AI-derived discrimination and bias.
AI’s ability to learn hiring patterns has been famously recognised for discriminating against women (remember Amazon’s screening AI tool?). The risk of AI algorithms learning hidden biases can be too much of a risk for employers to implement.
AI holds more power in the decision-making process than RPA methods. Organisations not comfortable with AI responsibility may favour robotic process automation for a fairer human and technology partnership. RPA undertakes the heavy lifting of recruitment work and enables the human greater control in making the hiring decision.
Why organisations use RPA
Recruitment process automation completes tasks in a fraction of the time in companion to manual input. We’re talking in a matter of seconds rather than hours.
To support clerical work
RPA is the perfect administrative assistant supporting high volume recruiting. In tasks such as screening, sourcing and scheduling. Intended to minimise recruitment workload and improve overall hiring accuracy.
To protect against bias
The hidden danger of bias in recruitment compromises fairness in candidate selection and workforce diversity. Unfortunately, unconscious bias affects the hiring decision by taking into consideration candidate characteristics such as their name, age, race and gender. RPA in job applicant screening is programmed to ignore factors that are irrelevant to the role and focus only on the candidate’s ability to perform the job well.
Many manual hiring processes become inconsistent due to time restraints, high volume workloads and a range of different recruiter input – which can accumulatively cause human error. RPA does not face this problem and can routinely perform tasks to create consistency and minimise the risk of mistakes.
To find candidates
63% of recruiters stated the biggest barrier to identifying qualified talent was there not being enough suitable candidates. Sourcing the right applicants for a role is challenging and time-consuming but RPA helps recruiters unearth hidden talent. Through automated sourcing techniques – hiring teams can automatically search and screen past applicants and match them to new job vacancies.
Robotic process automation eliminates hurdles within the hiring process. Leveraging automated technology to increase speed and effectiveness particularly during early hiring stages.
This year companies have the opportunity to completely rethink and optimize their hr management, develop a new recruiting strategy, invest in new recruiting software, invest in automation software RPA, AI, chatbots, intelligent career pages which could sustainably improve the applications of HR departments.