Human Resources Automation: What to Automate and How to Do It Efficiently

Why automate processes in human resources?

Human Resources is, by definition, a people's department for people. However, many times, those who work there are overwhelmed by administrative and repetitive tasks that consume a large part of their day. This takes them away from the strategic part of their role: accompanying teams, attracting the best talent and improving people's experience within the company.

Automating processes in human resources does not mean dehumanizing. On the contrary: it's a tool to free up time, reduce errors and focus the team's effort on tasks that really add value.

Saving time and reducing human errors

Delegate certain tasks in automation allows the HR team to work in a more agile way. Actions such as sending automatic emails, collecting documents or recording information in the system are no longer a daily burden. At the same time, the risk of human errors that can occur due to haste, workload or simply misdirection is reduced.

Of course, automated processes can and should always be supervised, but the workload is much less than when done manually.

Improving the candidate and internal team experience

Automating doesn't just improve processes inside: it also transforms the experience of those who participate in them. The HR team gains time and energy to focus on strategy, which increases their motivation and sense of belonging.

On the other hand, candidates receive smoother communication, faster responses and fairer processes, as they are structured and based on data. All of this directly influences their perception of the company.

What human resources processes can be automated today

The emergence of artificial intelligence and automation has changed the way we work in almost every department. And HR is no exception. Many of its processes, especially those related to the selection and management of people, can be fully or partially automated.

From the publication of offers to onboarding, to the monitoring and analysis of processes, there are many possibilities:

Publication of job offers on different platforms

Publishing an offer on several portals is usually a slow task: you have to adapt it to each platform, fill out forms and make sure everything is clear. Thanks to multiposting with AI, this process can be completely automated: the tool not only publishes simultaneously, but it can help you improve the copy according to the profile you are looking for.

Intelligent onboarding and automatic document management

Onboarding is a key phase for the incorporation of anyone into the company. Automating this stage allows you to establish defined steps, send automatic notifications to both the new employee and the HR team, and centralize the entire documentation process.

Thanks to the automated onboarding and the documentation manager, the new signing feels accompanied from day one and legal or administrative errors are reduced.

Evaluation of candidates

The evaluation of applications is usually one of the most delicate phases: due to excess curricula or lack of time, sometimes unobjective decisions are made. Automation allows you to apply pre-filters, perform automatic tests and show clear results to the HR team.

With features such as the VeloRahr multilevel evaluation, the process becomes fairer and more accurate.

Candidate tracking and recruitment with data analytics

To improve a process, you must first understand what is happening. Automation allows us to collect data from all stages of the selection: how long it takes us to fill a vacancy, what are the friction points, which channels attract the best profiles, etc.

Tools such as Velora's HR data analytics allow you to view this information in clear dashboards to make more informed decisions.

How to implement automation in your HR team

Automation isn't just a technological issue: it also involves a change in the way we work. That's why it's important to do so with a clear strategy, involving the team from the start.

Evaluate repetitive and high-volume tasks

Start by identifying which tasks are taking the most time away from your team. These are usually the ones that are repeated every day, involve many manual steps and do not provide strategic value. Doing this internal audit helps define where automation can enter.

Choose tools adapted to your current processes

Once the needs have been detected, tap to find the right tool. Ideally, it adapts to current flows and can grow with you. Velora, for example, offers two modules that adapt to different situations:

Velora HR: Complete ATS to manage the entire selection process, from publication to hiring, including evaluations, onboarding and documentation.
Velora Assessment: if you already have an ATS, you can integrate only the evaluation part to make it more in-depth and personalized.

Accompany change with training and internal communication

Technology doesn't replace people, it empowers them. Therefore, it is important to tell the team why a new tool is being introduced, what advantages it brings and how it will help them in their daily lives. Accompanying with practical training and being open to their questions facilitates adoption and success.

Velora as an ally for HR automation

Velora has been designed to help HR teams gain efficiency and focus on what really matters. Some of its key features include:

Multiposting with AI: drafting and publishing offers on different platforms, adapted to each portal and profile.
Automated onboarding: automatic support for the new employee, with clear steps and follow-up.
Documentation manager: automatic collection and verification of the necessary documents at each stage.
Multilevel evaluation: automated tests and interviews that allow for objective evaluation.
Data analytics for HR: visualization of key data to analyze and optimize the selection process.

Implementing a tool like Velora makes it possible to transform HR processes from within, eliminating friction, gaining agility and positioning the team as a strategic actor within the organization.