RPA bots can sift through several resumes and application forms received for open positions in minutes. These bots compare the information with the description of the job to shortlist the right candidate for further follow ups. This information gathering and comparing can be customized based on predefined rules. The candidates that are the best potential matches are then notified and called for the interview while the ones that don’t match are sent rejection emails.
New Hiring On Boarding
On-boarding new hires is a tedious task since it requires the gathering of data from different systems to create a new user account, email address, IT equipment, access rights, etc. RPA bots allow smooth on-boarding of employees as it streamlines the whole process by activating a template for the on-boarding workflow. The bots are also capable of making rule-guided decisions on the credentials to be assigned and documents to be sent to the new employee. It can also make the process of employee ID creation prompt and swift.
Like on-boarding, RPA can be used for a consistent employee exit experience. Most of the manual processes involved in exit management are error-prone and can make the transition a nightmare. RPA in HR can be used for better-organized off-boarding and the de-provisioning process by automating tasks such as generating exit documents, conducting exit surveys, sending notifications to the concerned departments and people, revoking systems access, collecting company assets and processing final payments.
RPA use cases in HR
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