With the growth of the IT industry and disruptive technologies, RPA market is growing at a great pace. It is relatively a new field and skillset; therefore, it is hard for hiring managers in any enterprise to get RPA talents with a relevant year of relatable work experience. Therefore, they need to identify candidates who understand how to scale RPA across an organization. Recruiters face a huge challenge because demand has exceeded the supply with less number of qualified candidates. Additionally, this shortage of skill supply opens an opportunity for IT pros and others interested in RPA till the market matures.
Some of the trending RPA job titles are RPA developer, RPA analyst, RPA architect, and RPA engineer.
A number of stats depict the accelerating enterprise use of robotic process automation (RPA). Searches of job sites including LinkedIn, Glassdoor and Indeed show several RPA-related job positions.
Here are the qualities, a candidate should possess to meet job eligibility:
• RPA surely delivers some great benefits but it won’t fix and improve broken process automatically. Usually, IT pros prepare for an interview where it’s all about technology but when preparing for RPA, they need to learn about business process and stakeholder management.
• Success of RPA projects require candidates who can see how the underlying technology intersects with people and processes, therefore, the experience with reshaping business process will be valued.
• To maximize the value of a business, RPA requires structured data and one with the knowledge of it is way ahead of the pack.
• The one with the knowledge of how unstructured data can be ingested and transformed into structured through cognitive capture technologies, has higher chances to outdo his RPA peers and can lead larger digital transformation programs.
What additional skills one needs to grab RPA opportunity?
• Having knowledge or experience with different RPA solutions on the market is a great base to begin with.
• Experts suggest studying up on potential robotic process automation use cases and industry implementation where the adoption rate is growing.
• For a technology like RPA, that belongs to the software category, having deep programming skills isn’t a must.
• It is appreciated if candidates can highlight their advanced technical skills (not necessarily programming) specifically their ability to handle diverse enterprise applications and challenges.
• RPA candidates can highlight their ability to learn new processes quickly, map sophisticated processes, identify opportunities to enhance and streamline processes, and understanding of the best ways to scale such processes.
• Organisations are more likely to hire those who have experience of working in Centres of Excellence due to their understood ability of testing experimenting with new technologies and processes.
• Critical thinking and relationship management adds up to a good profile as well. Both skills are required to balance process optimization with process automation during design, development, deployment, and sustainability of their RPA program and seek to navigate all the personas required to scale and sustain an automation program.
What kind of questions a candidate can expect about tools, governance and change management at the interview table?
• Which is the best desktop solution for a given business challenge – attended RPA or unattended RPA?
• Quote the relationship between RPA and AI.
• How RPA can possibly impact company resources including operations, employee, and revenue?
• What is the candidate’s understanding of process management? And what experience he possesses with that?
• Provide an example where robotic process automation was employed for scalability.
Note: If the candidate is not ready with a real-world example, he can come up with a hypothetical scenario with reasonable assumptions.
When it comes to technical knowledge, candidates must be ready to discuss various RPA vendors and their technologies and he must expand his words on which one he is likely to choose and why.
At the governance front, the interviewer must want to know how the candidate feels about developing a sustainable and successful automation program and the various levers he would use to accelerate scalability.
Lastly, the questions regarding change management would revolve around how the candidate will achieve and retain executive stakeholder sponsorship and work with employees to make them adopt and use the technology while deploying a robust training and enablement program. This program will support a federated model that fuels different lines of business to provide digital workforce capacity.