How Robotic Process Automation Is Transforming HR and Recruitment
Robotic Process Automation (RPA) in HR and recruitment has become a critical business necessity. Digital tools automate repetitive tasks, allowing HR managers and recruiters to focus on more strategic challenges. Want to know more? Keep reading!
Michał Rejman
Chief Marketing Officer at Destan.
Robotic Process Automation (RPA) in HR and recruitment has become a critical business necessity. Digital tools handle repetitive tasks, allowing HR managers to focus on more strategic challenges, such as utilizing advanced chatbot recruiters.
Recruiters often receive a large volume of similar inquiries from candidates, covering topics like job descriptions, key qualifications, company policies, and salary details. Responding to each query individually can be time-consuming, making it difficult to efficiently manage communication without redirecting candidates to the company's FAQ page.
Curious? Read on!
What is RPA?
Robotic Process Automation (RPA) is a rapidly evolving technology transforming business automation. It is one of the most powerful tools for optimizing business processes. By replacing human labor for repetitive tasks with automated systems, RPA reshapes business operations.
A recent Ernst and Young (EY) study revealed that 30 to 50 percent of new RPA projects face challenges. However, these early setbacks offer invaluable insights, helping companies navigate the digital world and stay competitive in an environment where stagnation leads to failure.
The global focus today is on how to drive economic progress and return to sustainable growth. Two prominent trends stand out: automation through robotization and a push for sustainability. While automation brings business benefits, especially in cost-efficiency, it can have mixed effects on the economy and state interests.
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What Are the Biggest Challenges in HR and Recruitment?
All companies, regardless of their size or HR policies, are involved in recruitment. Even those without formal HR departments have managers who handle aspects of human resource management, often without realizing it. Recruitment is universal, from startups to large corporations, with each needing people—some on a regular basis, others occasionally. Many HR professionals start their careers in recruitment, and executives often participate in interviews. Therefore, the task of hiring doesn’t seem difficult to most.
However, the paradox is that many organizations struggle significantly with recruitment. Even when they manage to fill positions, they still face major challenges.
Over time, it’s easy to overlook mistakes in the recruitment process. It's tempting to blame external factors like demographics, industry specifics, or the high expectations of job seekers. But when progress stalls, it becomes clear that change is needed. This is where an outside perspective can be invaluable, and we’re happy to offer our insights.
Michał Rejman
Chief Marketing Officer at Destan. Communication strategy consultant for tech and process automation buff. Remote work evangelist, surfer, and doggo lover.
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