If you’re looking for opportunities to use RPA in your HR department, we suggests starting with your pain points.
Think about a problem you need to solve — for example, applicant tracking or onboarding — and how you could address it with RPA.
You don’t have to automate an entire process: You can let a bot complete one piece, then have a human take over. A common misconception about RPA is that you have to undertake a huge automation project, when in fact you can automate one small process at a time.
Some people in HR might hesitate to embrace automation, either because they’re unfamiliar with it, or because they feel overwhelmed by the thought of automating all of their workflows. However, with more companies switching processes from manual to digital, HR teams need to keep up.
Everyone Can Automate Something
Those reluctant to implement automation usually think their job or industry isn’t suited to it. Their tasks are too “creative” or “strategic” for a bot to take over.
No matter how creative your job is, you likely have some tasks a bot could perform, like cleaning out your inbox or validating your calendar. If you think about what you do on a daily basis and drill down to individual tasks, you’re likely to find something that can be automated. By doing so, you could get back 15-25% of your time.
You may already have a digital assistant like Alexa for your personal life: Learn how to use the same technology at work. Younger generations who are digital natives will expect this kind of technology when they enter the workforce, so it’s better to start now.
To learn more about getting started with RPA in HR, contact us today!
