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5 Best Practices for RPA Talent Management


Eduardo Diquez

Managing Director of Intelligent Automation, Auxis

Are you struggling to find and retain skilled talent for your Robotic Process Automation (RPA) program? You’re not alone. With the demand for RPA talent skyrocketing, companies are finding it challenging to attract and retain top talent. In this article, we’ll share five best practices for RPA talent management that can help you build a robust talent management strategy and achieve your automation goals.

With Robotic Process Automation (RPA) emerging as one of the fastest-growing software segments in the industry, experienced RPA talent today are essentially the rockstars of IT. The right RPA talent management strategy is vital to recruiting and retaining the people you need to maximize the value of your automation program.

Deloitte reports that 73% of organizations started their RPA journey in 2020 alone, with near universal adoption expected by 2022. Now, enterprises are looking to scale their programs and realize the full value of their investment company-wide.  

Such high demand has placed “robotics engineer” among the fastest-growing jobs on LinkedIn in the last couple of years. But while UiPath’s 2022 State of the RPA Developer report found 91% of respondents expect their organizations to hire more RPA developers in the next 12 months, a severe shortage of tech talent nationwide impacts their ability to move forward. 

Turnover is alarmingly high in the hot job market, with 78% of RPA developers either actively seeking new jobs or open to new opportunities, UiPath reports. Labor costs are also rising, with the average RPA developer salary surpassing $108,000.  

Developers experienced in the market-leading UiPath platform average more than $121,000, ZipRecruiter reports. RPA architects can command even more, with average salaries surpassing $157,000.  

Nearly half the attendants at a recent Auxis webinar, “Maximizing the Value of Your UiPath Automation Program,” considered finding and retaining talent their biggest challenge to scaling RPA. 

How to build a robust RPA talent management strategy

A robust RPA talent management strategy is integral to creating a CoE that can support the growth and goals of your organization. For a successful RPA journey, you need qualified and cost-effective talent that can create sustainable automation, drive business case creation across many opportunities, collaborate with the business and IT in real-time, and build enthusiasm for automation company-wide. 

Here are five best practices for attracting and retaining the RPA talent you need for a successful journey: 

1. Don’t combine CoE roles

Whether you ultimately outsource your CoE, staff internally, or create a hybrid solution, a successful program hinges on several key roles. Yet despite very different skill sets and responsibilities, too many companies wrongly assume these jobs can be performed by the same RPA talent – setting their implementation up for failure. 

Building Your UiPath Automation CoEBuilding Your UiPath Automation CoE

For instance, enterprises often expect RPA developers to also provide support. However, ongoing maintenance and support require a different set of skills than design and implementation. Enterprises also underestimate the time required to ensure a smooth automation program, which distracts developers from higher-value innovation. 

Nearly 40% of RPA developers rank maintenance and support among their most-hated job activities, and they don’t have to put up with dissatisfaction in this hot job market! 

A separate support structure that can guarantee continuous operation of your bots is key to long-term success. UiPath also offers products like Test Suite and Task Capture that can further increase job satisfaction by automating the menial tasks that developers detest. 

2. Focus on salary, career growth, and learning new technologies.

For organizations focused on hiring or retaining RPA talent, the UiPath report ranks what developers care about most – and how organizations measure up: 

  • 85% view getting to learn and use new technology as “very important,” but only 46% feel “very satisfied” with their current opportunities.
  • 81% view opportunities for advancement as “very important,” but only 36% feel satisfied with their potential for promotions.
  • 80% prioritize salary, but only 27% are “very satisfied” with their earnings.

UiPath State of the Developer reportSource: UiPath State of the Developer Report

3. Consider a hybrid structure for your RPA CoE.

Building and operating an RPA CoE is not a one-size-fits-all endeavor. The right app