By Michael Hoon on the PandoLogic Blog
Hyper-automation may sound intimidating, even in the talent acquisition industry, which has seen a rapid growth in technological tools that support recruitment. But it’s really just another support tool that operates as an umbrella to better optimize all the processes that HR teams engage throughout the workday.
Automation has been a friend to recruitment—from job ad placement to resume screening, automated processes do the busywork that allows recruitment professionals to succeed. In fact, the industry has an abundance of tech associated with all tasks in the hiring process, from chatbots and tech that engage with job candidates to AI face-screening that assists with job interviews. The natural next step for a talent acquisition team is to be able to integrate their tech from each step in the hiring process and automate even more.
Enter hyper-automation. Using advanced technologies including AI and machine learning, robotic process automation (RPA), and intelligent business management software, hyper-automation creates an optimally efficient system to augment your workflow and increase AI-driven decision-making across the board. For the recruitment industry, this is the next game-changer.
The movement towards hyper-automation involves a series of steps that incorporate sophisticated tech to implement and automate more within your entire system.
The initial phase involves planning and mapping where processes may be further automated and augmented. This step involves AI-powered mining tools to target and analyze processes.
The next step is to prioritize and target processes for automation depending on your strategic goals. For example, the goal may be to deliver the best return on investment (ROI) or to enhance your key performance indicators (KPIs)—or both! The AI-powered system can design an optimized plan and prioritize processes ripe for automation.
This is the step where you actually run automations. Your AI tech can perform tasks autonomously or interact with HR professionals, responding to their instructions using natural language processing. These “robots” can process documents from the virtual desktop like PDFs, images, or flash. As the systems run, it “learns” more along the way, with an ever-increasing movement towards optimization and efficiency.
Analytics and Assessment
The genius of an AI-powered system that incorporates machine learning is that it can adjust to real-time data by monitoring efficiency and continually reassessing the processes you run. Measuring and aligning the system using powerful analytics can ensure that your processes are meeting your recruitment goals.
Most HR teams are already familiar with the benefits of automation: would you rather read through hundreds of resumes, or have resume-screening software do it for you in a matter of minutes? The increased efficiency for this one task alone is clear. Imagine the compounding effect with hyper-automation, which can target a multitude of mundane, repetitive tasks to better support your workflow throughout the day, to better support your entire talent acquisition team, and to better support your entire organization.
From basic tasks like prioritizing your emails to more complex data analysis of your job ad campaigns, AI-powered tools are changing the way people work. Hyper-automation takes the power of AI to the next step by organizing processes on a grander scale. For recruitment, this will allow talent acquisition teams to find better candidates more quickly and target their KPIs like time to hire, cost per hire, or quality of hire by collecting data, optimizing work processes to meet these performance goals, and automatically building data and efficiency measures into day-to-day processes. This is definitely taking the recruitment game to the next level.