Get Ready for RPA, AI, and VR
Robotic process automation (RPA) can be summed up as software acting like robots within digital systems. RPA is based on rules that the programmer or user sets, which govern how repetitive tasks are done. For example, when onboarding a new employee, traditionally, much of their information needs to be entered electronically in multiple forms or software tools, and often many of the same fields are repeated in these various places – ‘entering’ this data is a breeze with RPA. Robotic process automation is already being used in other aspects of business, including supply chains, post-sales support, and routine maintenance. If “high volume” and “repetition” are words that can be used to describe tasks, chances are the department needing to get those things done would benefit from RPA, partly because it frees up staff for higher-level duties – and that goes double for HR!
With so many companies sharing their difficulties with finding and retaining workers as of late, there’s no better time than the present to add artificial intelligence (AI) to the human resources function. Recruiting using AI-enabled tools makes finding, evaluating, and screening prospective candidates and interviewees much faster and more efficient. Another timely benefit of HR using artificial intelligence in the hiring process is to streamline and make smoother the entire experience, which the candidate will notice and appreciate. This gives your business a way to stand out in this very difficult time to attract and keep talent.
In much the same way as AI, virtual reality (VR) is also beneficial in recruitment, but also for training as well. If a prospective worker needs to be able to perform a certain set of hands-on tasks, VR allows individuals to show their skills. Virtual reality is a safe environment in which to do so, additionally offering the knowledge that there will be no consequences to production schedules, quality, or other issues that could affect the bottom line of a business during mass candidate evaluation and even training periods. The safety and controlled environment of VR is also highly valued for onboarding and periods of instruction when an occupation is highly stressful or involves risk.
Let the Chatbots Handle It
Inevitably, new members of your company’s workforce will more than likely have the same several questions, and often not remember to ask them during the time set aside with your HR staff member to do so. While that’s really quite understandable due to the excitement of starting a new job and overwhelm at all of the information coming at them, imagine 20 or 50 or 100 people doing this. And it doesn’t just apply to new hires – changes in policies or company-observed days off, or benefit enrollment periods, or almost daily updates and changes due to conditions outside of your company, are just a few other examples where you might be faced with either the same questions coming at you or the need to disseminate this new information out to all of your employees. Chatbots can save you time and ensure the same information (when applicable) goes out to everyone, eliminating the possibility for confusion or error.
Just think of how many questions, updates, concerns, and more there were between HR and your workforce during each stage of the COVID-19 pandemic. Now think of how much time and effort could’ve been saved if you were using chatbots to address at least some of these (even just the standard, non-personalized information that needed to be shared). Like the previous technologies in this article, this option can help you automate repetition and focus on higher-level tasks.
Recruiting By SMS
A staggering 98% of text messages received are opened, which absolutely and handily beats email open rates, phone calls that are actually answered, and online ads meant to attract talent. This statistic makes it very clear why recruiting by SMS has grown during the past few years, and is predicted to continue to become more widespread in 2022 and beyond. Combine text messaging with AI and / or chatbots and you’ll be able to reach a lot more job candidates with much less effort and a higher, faster response rate than ever before. Also, you can use SMS to stay in touch and keep recipients engaged and interested.
To learn more about Millennials and Generation X workers, their effects on your staffing, and what’s important to them, read Part 1 of this series, The Shift to a Younger Labor Force & Changes It Will Bring.