The RPA job market is relatively new and lacks the formalization of recruitment processes. Nevertheless, there is more than one way of looking for RPA talent and vetting them for RPA requirements:
- Traditional Job Portals: At times, the natural choice of tech recruiters is opting for accepted and renowned worldwide job portals such as Indeed, Monster, Gigajob, CareerBuilder, or CareerJet. Tech recruiters are well-versed with these portals and can enlist the job profiles they seek to attract applications.
- Freelance Hiring Portals: The leading names in this category are Upwork, Freelancer.com, or Peopleperhour.com, among many others. Choosing to hire a freelancer for a short-term or a long-term project is entirely based on the company's requirements. However, to oversee the RPA automation and its performance, there will always be a need for an in-house RPA resource.
- LinkedIn Jobs: Tech recruiters tend to depend the most on LinkedIn as all members have their accounts with their detailed work experience on LinkedIn. Many times, members also enlist the certifications, projects, or workshops they have performed in their profile, making it easier for tech recruiters to verify if a candidate fits the job description.
- Campus Hiring: Advanced technologies are quick to reach students who are currently in universities. As there is no mainstream education available for being an RPA professional, many RPA aspirants tend to go through RPA certifications provided by leading players in the industry. Tech recruiters always prefer fresh talent with new approaches and hence tie up with such certification providers to select up and coming RPA talent.
- On-demand Software Development Companies: Companies such as Toptal, Gun.io, XB Software, and DevTeam. Space is prevalent in this category. They can provide RPA teams based on the company's requirements for specified projects. While this will not fulfill in-house requirements, it will help tech recruiters find the right talent for the need.
