Has Automation transformed the role of HR business partners when hiring?

As a HR professional, you’re aware that the role of HR business partners have evolved significantly over the last years. The traditional responsibilities have expanded and adapted, thanks in no small part to the rise of automation in recruitment. In this rapidly changing landscape, HR business partners and all HR professionals must not only embrace these technological advancements, but also learn how to successfully implement them to elevate their talent management strategies.

This guide is a comprehensive exploration of the traditional HR business partner’s role and how automation in recruitment has redefined it – including the area of recruitment. We cover the invaluable role of assessment tests in talent management, uncovering their potential to revolutionize your HR practices. We also provide insights on how HR business partners can evolve to meet the future’s recruitment trends head-on.


  1. What is the traditional role of a HR business partner?
  2. How has automation in recruitment impacted the role of HR business partner?
  3. How can assessment tests help HR business partners in talent management?
  4. How can HR business partners adapt in their role to future trends in recruitment?
  5. Why choose Assess Candidates as your recruitment partner?
  6. FAQs and Glossary of Terms

1. What is the traditional role of an HR business partner?

The traditional role of a HR business partner covers several critical functions within human resources. Among these responsibilities, active involvement in recruitment is a key element of their role. HR business partners play a pivotal role in bridging the gap between the HR function and the various departments within an organization, ensuring that the hiring process is aligned with broader HR strategy and business strategy.

In the realm of recruitment, HR business partners are generally tasked to assist with the following.

What are the responsibilities of HR business partners in recruitment?

  • Collaboration with Hiring Managers: HR business partners work closely with hiring managers to understand their staffing needs and develop recruitment strategies that align with the company’s objectives. This collaboration ensured that HR efforts were in sync with the organization’s talent requirements.
  • Talent Sourcing: HR business partners actively participated in talent sourcing, helping to identify potential sources of qualified candidates. They used their networks and industry knowledge to attract top talent to the organization.
  • Candidate Assessment: Beyond sourcing, they were instrumental in assessing candidates for various roles, ensuring that not only were candidates qualified, but that they also fit the company culture and values.
  • Onboarding: While not strictly part of recruitment, HR business partners playd a role in the onboarding process to ensure a smooth transition for new hires.

Assess Candidates is a trusted talent acquisition partner.

However, the traditional role of HR Business Partners in recruitment was not without its challenges. Some of these challenges include:

Main challenges for HR business partners:

  • Talent Scarcity: Finding the right talent in a competitive job market often posed a challenge. HR Business Partners had to develop creative strategies to attract and retain top candidates.
  • Adherence to Regulations: Staying compliant with employment laws and regulations, especially in multinational organizations, was a constant concern, and HR business partners were tasked with ensuring that recruitment practices remained within legal boundaries.
  • Cultural Fit: Ensuring that candidates not only had the right skills but also aligned with the company’s culture was a balancing act. HR business partners needed to strike the right equilibrium between skills and cultural fit during the selection process.

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2. How has automation in recruitment impacted the role of HR business partner?

After seeing what a traditional role of HR business partner has been in the industry, let us now explore how recent trends have re-shaped it. By far the biggest factor in the transformation of HR business partner’s role is attributed to automation and new technologies.

Recruiters who use automation have a 64% higher fill rate, submit 33% more candidates per recruiter, and are 55% more likely to report major revenue gains in 2021 than those who still don’t.

Automation has had a profound impact on recruitment and the role of HR business partners in talent acquisition.

Here are five impactful ways in which automation has transformed this HR function.

Top 5 changes automation brought in for the role of HR business partners:

  1. Streamlined screening process: With the advent of AI-powered applicant tracking systems (ATS) and resume-screening software, HR business partners now spend significantly less time sifting through resumes manually. For instance, IBM utilizes AI in their recruitment process, which has reduced screening time by 90%, allowing HR professionals to focus on strategic aspects of recruitment.

Using AI recruitment can reduce hiring costs by 30% per hire and increase revenue per employee by an average of 4%.

  1. Enhanced candidate sourcing: Automation tools can scour the web, databases, and social media to identify potential candidates, presenting HR business partners with a broader pool of talent. Amazon’s HR team uses AI for sourcing, enabling them to reach a more extensive and diverse talent pool effectively.
  1. Improved candidate experience: Chatbots and automated interview scheduling have streamlined the candidate experience, ensuring prompt communication and feedback. Unilever’s automated chatbot, for example, provides candidates with instant responses and keeps them engaged throughout the recruitment process.

36% of HR professionals stated that a lack of onboarding automation has hindered their onboarding processes.

  1. Data-driven decision-making: Automation tools generate valuable HR metrics and insights, allowing HR Business Partners to make data-driven decisions. Companies like Google and Microsoft use predictive analytics to identify hiring trends and potential bottlenecks in their recruitment processes.

Using HR analytics improves the quality, cost, and time of hiring by 48%.

  1. Personalization: AI-driven algorithms can help tailor job recommendations and career paths for employees, fostering talent development. Netflix, for instance, employs AI to suggest personalized learning and development opportunities, helping HR business Partners in talent management.

72% of employers believe talent acquisition will be fully automated within the next decade.

However, the automation of recruitment is not without its challenges. It necessitates that:

  • HR business partners possess a deeper understanding of HR technology and may require reskilling to effectively leverage these tools. 
  • The need for human judgment in critical aspects of recruitment, such as assessing cultural fit in final rounds of interview, still remains essential despite the rise of automation. As such, 

HR business partners must strike a balance between utilizing automation’s efficiency and retaining the human touch in candidate selection and employee development.

Succeed in hiring with experienced recruitment partners.

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3. How can assessment tests help HR business partners in talent management?

One of the biggest impacts of automation in recruitment has been the evolution of assessment technology and the development of new tools to screen and evaluate potential job candidates. 

All HR business partners and HR professionals in general are now expected to understand the benefits and role of automated assessment tools in talent management. Incorporating these assessment tools into talent management practices empowers HR business partners to make more precise decisions, reduce bias, streamline processes, and focus on developing individuals’ potential. 

These tools not only enhance the selection process but also contribute to effective talent development and succession planning, aligning the workforce with the organization’s strategic objectives.

More than 73% of companies are planning to invest in recruitment automation in the next year.

Now let us have a look at some key ways in which assessment tests can help HR business partners.

Assessment tools help HR business partners select the best candidates

How do assessment tools help HR business partners in talent acquisition?

  1. Informed decision-making: Assessment tests provide HR business partners with valuable data and insights into candidates’ skills, traits, and potential. For example, psychometric assessments offer deep insights into a candidate’s personality, work style, and cognitive abilities. This data empowers HR professionals to make more informed decisions when it comes to candidate selection and talent development. By understanding the strengths and potential growth areas of candidates, HR business partners can align them with roles that best fit their profiles, optimizing the talent management process.

HR analytics drives 37% more innovation and 26% better adaptability.

  • Enhanced efficiency: Video interviews, particularly those powered by AI, save time and resources for HR business partners. Automated video interviewing is capable of analyzing candidates’ responses and facial expressions. This efficiency means HR professionals can screen and evaluate more candidates in less time, focusing their attention on the most promising individuals. By streamlining the selection process, HR business partners can allocate their efforts more effectively in other high value areas of talent management

72% of recruiters testify to automation’s significant contribution to hiring efficiency.

  • Objective assessment: Situational judgement tests present candidates with realistic workplace scenarios. By using situational judgment tests HR business partners can objectively evaluate a candidate’s problem-solving skills and decision-making abilities. This objective assessment reduces biases and subjectivity in the hiring process, ensuring that the most suitable candidates are chosen based on merit and potential for cultural fit.

30% of survey respondents agreed that HR automation does help them reduce any potential bias from their hiring process, but 46% want resources to identify and correct for any bias when using the tools.

  • Continuous development: Gamified tests not only assess a candidate’s skills but also their adaptability, creativity, and innovation. HR business partners can leverage these assessments to identify potential leaders and high-potential employees. Game based assessments provide insights into an individual’s capacity for growth and development, allowing HR professionals to tailor talent management strategies for ongoing improvement.
  • Optimized skill matching: Assessment tests designed to evaluate technical and soft skills enable HR Business Partners to match candidates with job requirements accurately. For instance, skills assessment tools can gauge a candidate’s proficiency in programming languages or project management. HR professionals can then align these skill assessments with specific job roles to ensure that candidates possess the required competencies. This results in more effective onboarding and talent development strategies, as HR business partners can pinpoint areas where additional training may be necessary.

69% of HR professionals that do use automation in hiring reported that it significantly decreased the time spent on this process.

  • Diversity and Inclusion: Assessment tests can also assist HR business partners in promoting diversity and inclusion within the organization. Standardized aptitude tests provide a fair means of evaluation where every candidate is given the same chance of success – helping HR business partners uphold equality and diversity objectives whilst saving them time to screen through a large pool of candidates. This approach fosters a more inclusive organizational culture, which can lead to better employee engagement and retention.

These examples demonstrate how assessment tests, whether assessing technical skills, diversity and inclusion, or other important aspects of candidate suitability, provide HR business partners with the tools they need to make informed talent management decisions, align candidates with job roles more effectively, and promote diversity and inclusion within the workforce.

Trust our intuitive technology and years of experience.

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4. How can HR business partners adapt in their role to future trends in recruitment?

Now let us look at what the future holds for the role of HR business partners. As recruitment continues to evolve with new technologies and research, HR business partners play a pivotal role in driving these changes within organizations.

88% of organizations believed that building the capabilities of HR business partners is an important or very important priority.

To remain effective, HR business partners can evolve in the following ways.

6 top practices HR business partners need to embrace to adapt to future trends in recruitment.

  1. Embrace data-driven decision-making: The future of recruitment will rely heavily on HR metrics and analytics. HR business partners should develop data analysis skills to make informed decisions regarding talent acquisition and management. By using tools like predictive analytics, HR professionals can forecast workforce needs and identify potential skills gaps.
  1. Leverage Artificial Intelligence (AI): AI-powered recruitment tools can automate repetitive tasks, such as resume screening and initial candidate assessments. HR business partners can integrate AI-driven chatbots for candidate engagement and use machine learning algorithms for matching candidates with suitable positions.

An estimated 56% of tasks performed by HR can be automated without drastic changes to processes. Gartner

  1. Enhance Candidate Experience: Future recruitment trends emphasize candidate experience as a key differentiator. HR business partners should work to create a seamless and engaging recruitment journey, leveraging technology for efficient communication, providing instant feedback, and offering personalized experiences through AI-driven platforms.

Of these companies already using HR automation tech, 57% do so with the aim of improving their employees’ experiences.

  1. Master employer branding: HR business partners should actively engage in building and maintaining a positive employer brand. This includes using social media, online reviews, and transparent communication to attract top talent. Employer branding tools and platforms can help in showcasing company culture and values.

In a survey of over 1,000 millennials, 93% said that a company having up-to-date technology is an important aspect when deciding to accept or reject a job offer.

  1. Cultivate soft skills: In a future where automation handles routine tasks, HR business partners must focus on cultivating soft skills like emotional intelligence, conflict resolution, and adaptability. These skills are essential for managing diverse and dynamic teams effectively.
  1. Continual learning and adaptation: The recruitment landscape is ever-evolving. HR business partners should commit to lifelong learning, attending industry conferences, and staying updated on HR trends. This proactive approach will allow them to adapt quickly to new technologies and strategies.

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5. Why choose Assess Candidates as your recruitment partner?

In the dynamic landscape of recruitment, partnering with the right service provider is crucial for success. Choosing Assess Candidates as your recruitment partner means harnessing the power of technology, customized solutions, and an unwavering commitment to an exceptional candidate experience. With us by your side, you can navigate the evolving trends in recruitment with confidence and precision

Opting for Assess Candidates as your recruitment ally opens doors to a multitude of advantages, specifically designed to elevate your role as an HR business partner or talent professional. Assess Candidates empowers HR business partners and talent professionals by providing state-of-the-art technology, tailored solutions, and a focus on an exceptional candidate experience. Here’s how.

What does Assess Candidates platform bring to HR business partners and talent professionals:

  • Cutting-Edge Technology: Assess Candidates leads the way in utilizing cutting-edge HR Technology and innovative assessment tools to transform your recruitment process. As a HR business partner this will mean advanced AI-powered automation of repetitive tasks, faster candidate screening, assessment, and communication. This efficiency not only saves time for you and the recruiting team, but also enhances the accuracy of candidate selection.
  • Customized Solutions: We understand that each organization has unique recruitment needs. Assess Candidates offer tailor-made solutions that align with your mission as a HR business partner, as well as the company’s culture, values, and strategic goals. Our customized assessment tests, whether gamified, psychometric, or situational, are designed to meet your specific talent acquisition and management requirements.
  • Exceptional Candidate Experience: All HR business partners are aware that in today’s competitive job market, creating an outstanding candidate experience is essential. Assess Candidates is dedicated to providing a seamless, engaging, and transparent recruitment journey. We leverage AI to ensure prompt communication and personalization, keeping candidates informed and engaged throughout the process. As a HR business partner this will enhance your employer brand and attract top talent.
Assess Candidates Platform Recruitment Campaigns

Example of recruitment problem for HR business partners and how Assess Candidates can help to solve it.


As a business partner, you might encounter a challenge in recruitment where the intricacies of assessment metrics for campaigns often get lost in the shuffle of your high-level responsibilities. With a multitude of strategic duties on your plate, it can be difficult to delve into the details of recruitment campaign analytics. While you understand the significance of HR Metrics in evaluating campaign effectiveness, you may find it challenging to extract actionable insights from the data, potentially leading to missed opportunities for optimization and a less accurate understanding of the recruitment landscape.

Assess Candidates Solution:

As your recruitment partner, we at Assess Candidates understand the challenge you face in recruitment – balancing high-level responsibilities with intricate assessment metrics. We’re here to provide a solution. Our cutting-edge HR technology automates the data collection and analysis into actionable recommendations, ensuring you don’t miss valuable insights. We customize assessment tests to provide tailored, data-driven feedback, making it easier to optimize your recruitment campaigns. With our streamlined approach, you can make informed decisions that align with your strategic role and gain a more accurate understanding of the recruitment landscape.

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6. FAQs and Glossary of Terms.


  1. What is the traditional role of an HR business partner?
    • The traditional role of an HR business partner encompasses various critical functions within human resources. It involves actively participating in recruitment, collaborating with hiring managers, sourcing talent, assessing candidates, and contributing to the onboarding process.
  1. How has automation in recruitment impacted the role of HR business partner?
    • Automation in recruitment has transformed the role of HR business partners in several ways. This includes streamlining the screening process, enhancing candidate sourcing, improving candidate experience, enabling data-driven decision-making, and facilitating personalization. However, it also presents challenges in terms of the need for HR professionals to adapt to HR technology and maintain a balance between automation and human judgment.
  1. How can assessment tests help HR business partners in talent management?
    • Assessment tests play a vital role in talent management. They assist HR business partners in making informed decisions, enhancing efficiency, providing objective assessment, facilitating continuous development, optimizing skill matching, and promoting diversity and inclusion within the workforce.
  1. How can HR business partners adapt in their role to future trends in recruitment?
    • HR business partners can adapt to future recruitment trends by embracing data-driven decision-making, leveraging artificial intelligence, enhancing candidate experience, mastering employer branding, cultivating soft skills, and committing to continuous learning and adaptation.
  1. What is the role of HR Technology in modern HR practices?
    • HR Technology is a crucial component in modern HR practices. It encompasses a wide range of software and tools designed to streamline HR processes, including recruitment, talent management, and data analysis. HR professionals use these technologies to automate administrative tasks, collect and analyze HR Metrics, and improve the overall efficiency of HR operations.
  1. How does the candidate experience impact recruitment success?
    • The candidate experience has a significant impact on recruitment success. It refers to the quality of interactions and communication a candidate has during the recruitment process. A positive candidate experience can attract top talent, enhance the employer’s reputation, and ultimately lead to better retention rates. It involves effective communication, prompt feedback, and providing a personalized and engaging recruitment journey.

Glossary of Terms

  • HR Metrics: Key performance indicators and data points used in human resources to assess and measure various aspects of the HR function, including recruitment effectiveness and employee engagement.
  • Psychometric Assessments: Tests designed to evaluate a candidate’s psychological and cognitive abilities, used for understanding personality traits, work style, and cognitive aptitude.
  • ATS (Applicant Tracking System): Software used to manage and automate the recruitment process, including job postings, candidate tracking, and resume screening.
  • Predictive Analytics: The use of historical and real-time data to make predictions about future recruitment trends and workforce needs.
  • Soft Skills: Non-technical skills, such as emotional intelligence and adaptability, which are essential for effective talent management and team leadership.

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