Emerging technologies can humanize HR
Today, we hear so much about various emerging technologies fostering collaboration and increasing productivity, yet a recurring question is asked - how can they truly transform HR and alleviate associated pain-points? In the case of Human Capital Management (HCM) there are numerous areas which can be alleviated with Robotic Process Automation (RPA):
• Recruitment & Onboarding – pre-screening & employment history check
• Core HR - automate leave and vacation time requests and approvals
• Performance Management - extract and aggregate data from performance reports (PDFs)
• Compensation Management - chain controls and batches to increase payroll process automation
• Learning & succession – skills and competencies mapping from CV keywords
If we focus on recruitment for per se government organisations we see a distinctive pattern. There are two types of recruitment; 1) specialist i.e. high level or rare competencies like legal or new technology experts and 2) generic i.e. HR assistant etc. On average, a niche role generates approximately 0-20 applications in months whilst a generic role generates over 700 applications in just a few days. How could RPA accelerate data processing? Properly implemented, this technology can reduce efforts in candidate pre-screening, batch data input, output tasks such as requisition posting and reduce data rekeying – effectively aggregating data from different channels i.e. PDF’s etc, whilst verifying employment history and accessing assessment results and interview notes.
RPA could also redirect unsuccessful candidates to other roles based on keywords, notes etc. In turn, an email would be sent to the candidate to see whether they are interested in being considered for this role.
If you’re looking for a candidate based on a new requisition approved:
• Each employer has a pool of inactive candidates; it could be CVs stored in a repository, inactive data in software, etc.
• Candidate acquisition cost tends to drop down but is still time-consuming.
• RPA can help you to make use of inactive data by screening old CVs to potential new matches.
• RPA can apply rules on your data; and distinct between application and applicant rejections for example.
• RPA can then automate candidates sourcing through social and professional networks; by reaching old and match new potential candidates based on skills and competencies.
RPA promotes human interaction in organisations, allowing HR teams to focus on the important tasks at hand; increasing employee and candidate satisfaction. By 2021, Forrester estimates there will be more than 4 million robots assisting in office and administrative work as well as sales and related tasks. Most of you have already experienced these tools as a client on a website.
Our experts are ready to support you in your HCM transformation. For more information on our solutions i.e. such as chatbots, virtual assistants, partners, UiPath, and Oracle, please contact Luis Nunes or Yves Donat Magnin.
A Robotic Process Automation (RPA) is an emerging form of business process automation technology based on the notion of software robots or artificial intelligence (AI) workers.