Here at the RPA Academy we often get questions from students about their career development and recruitment. It's not surprising, like most technology-driven industries, everyone focuses on the tech! But what about the people side of all this?
Our pure focus is on getting people knowledge. As you’ll see more and more in the coming months, this is about:
· showing people what you can do (awareness),
· teaching them how to do it (training)
· and being there to help when they hit issues (support).
However, this still needs you to find the right people, for the right roles - either full time or contracting.
Traditional recruiting still accounts for the vast majority of the market. Done well, it is a value add. But most of the market is just relying on an old database or their interpretation of what a LinkedIn profile says. And just because it mentions “RPA,” it doesn’t make you a developer.
Plus it slows down the market. When projects need to move fast, the recruiting model has to go at the right speed and add value immediately. Larger companies are also losing out to nimble operations able to scoop up the good candidates first. The traditional way isn't working.
Let us introduce you to RPA Talent. Super-simple on many levels. These guys are focused on the RPA Market and coming at it from a people perspective. However, don’t be surprised if you see the same thing pop up for other niches. This is a highly transportable model. Whether you are an individual looking to develop your personal brand or a company looking hire professional staff, RPA Talent has a new model for you to try.
Recruitment needs disrupting. And transparency helps any market. That can be hard to do, but seeing clear feedback on the candidate and the employer is a revolutionary area that RPA Talent does not shirk away from addressing.
You’re changing the way the world works in your daily job. Now help change the way the recruiting world works. It is free to do so take a look!
Edward Brooks | Founder, The RPA Academy