Automation Won’t Destroy Recruiting. It Just Might Save It.
I have a little secret to share with you. It’s been a long and difficult year of not knowing what the future will hold, but as we take time to reflect on where it all started one thing is clear: this has been an unemployment disaster unseen since The Great Depression. It makes me wonder how much longer the world will keep revolving before corporate heads finally face their responsibilities for creating such widespread joblessness?
Recruitment Process Automation
Why is RPA still so relevant in recruiting and talent acquisition? With all that’s going on, from hiring freezes to redeployment of employees- it seems somewhat irrelevant. Not superficially, at least – we should be talking about how virtual process automation can help with the challenges in maneuvering for a better workforce.
In a world of automation, the need to hire for talent is long gone. It’s now all about making sure your company has enough room in their budget and time constraints so that they can still compete with other companies who have found new ways to get ahead through hiring success.
But as we learned from my notes (I am such an overachiever), it seemed like just yesterday when our biggest concern was finding qualified candidates at scale! From high volume hiring for highly-skilled roles to being the poster child for OSHA compliance – this industry does change fast!
Toward the end of 2017, data analytics found that employers saw a rise in employees looking for jobs at or near retirement age. In the age of uncertainty, talent acquisition professionals are attempting to find workers before Baby Boomers retire. As a result of this industry-wide move towards more practical concerns about worker security with no one sure what the future looks like is especially true among these talented employees.
Sure there’s been plenty of prognosticators and pundits out there predicting what will happen next – unfortunately, any present company included only has theories on where we’re heading. But don’t believe either of us!
The future of recruitment is still largely unclear, but recruiters need to take part in that uncertain future. When hiring demand has all but dried up in this day and age, many are left wondering if recruiting should be considered an essential function or not? The jury seems to largely be out on whether or not talent acquisition can stay afloat during these tough times.
Automation Efficiency
With the job market in a slump, recruiters are beginning to realize that they cannot rely on transactional hiring and filling reqs as their primary strategy for success. They must step up by adding tangible strategic value beyond placing candidates into positions.
Recruiters have heavily relied on one tactic over another: either finding jobs or recruiting qualified applicants with the experience needed at those specific companies. Many people are reconsidering the re-entry into their careers as a result of economic instability.
The recession has put many employers in a tight spot. Every recruiter is being asked to do more with less. It’s not just salaries and perks that are being cut; talent acquisition budgets have been slashed as well, with almost every employer tightening their belts to some degree. In the wake of layoffs, many people are left with their jobs intact. They have to try and focus on what they need to do for business operations or workforce effectiveness while there is no time ahead that seems worth looking forward too.
Recent surveys suggest that these activities primarily consist of workforce planning, worker redeployment, internal career pathing, and skills mapping for many enterprise recruiters. Without automation in recruiting efforts, they would spend their time doing repetitive work, such as hiring workers to fill positions or driving process improvements- something done with little effort thanks to technology.
Recent surveys suggest that these activities primarily consist of workforce planning, worker redeployment, internal career pathing, and skills mapping for many enterprise recruiters. Without automation in recruiting efforts, they would spend their time doing repetitive work, such as hiring workers to fill positions or driving process improvements- something done with little effort thanks to technology.
Who doesn’t want to do that? Well, you would be really stupid not to consider some augmented intelligence at least; dirty work and busy work are just the types of things a smart recruiter shouldn’t have time for.
Instead, they should be doing the hard task of helping their company find better talent on time or budget while also building policies, processes, and platforms so they can scale hiring, which will help them with recruitment in the future. Even if we don’t know exactly what this looks like yet, it’s clear RPA is here to stay – something good for us all, given our business interests lie within people too!
You’ve probably heard of RPA, but you might not know what it is used for. You don’t need any jargon to familiarize yourself with this technology because its implementation has been so simple across many industries. Think about how much time could be saved by using a robot instead! It cuts out the repetitive and tedious parts of your work so that you can focus on more important things.
