There are many ways RPA can be used for HR. By leveraging RPA for HR tasks, more time will be freed up for HR experts to work on more complex and high-value tasks. Some examples could be:
Recruiting Administration – Creating and filling job openings with the relevant organizational, financial, and recruiting-related values can be very mundane activities, but these documents are created and published quickly in large amounts.
RPA automates this task and can scan for variations, leaving talented employees to focus on more complex tasks like writing descriptions for a job posting.
Onboarding – Every employer has a set of tasks that must be completed in order to successfully onboard new employees. Many HR solutions offer onboarding task management, but the challenge comes from variations or specific requests like changing a certain start date.
RPA lets an existing onboarding solution adapt to these variations while adding more value. Scheduling meetings, collecting documents, and following up on different projects are important, but doing these things can become repetitive. RPA can free up time for HR staff to have a positive in-person welcome for new employees when they start.
The important thing to remember about RPA is that it can incorporate other technologies to offer more functions.
Depending on what platform you use, RPA can leverage advanced workflows with decision trees. Other technologies like Machine Learning, AI, Optical Character Recognition, and more can be incorporated into RPA workflows for complex operations and tasks. With these combinations, there is almost no limit to what RPA can do.