One of the biggest challenges with recruiting today is dealing with limited supply. If you’re interviewing a candidate today, it’s likely they’re also interviewing with two or more other companies. It’s a job-seekers market. 

On top of that, the tools recruiters use have become very sophisticated. Companies need solutions that allow them to post jobs internally and externally, manage candidates and job referrals, and create an employment brand, all at the same time. Those tools also need to seamlessly integrate with all the other systems they use, as well as provide analytics and data management to monitor and optimize the whole process. 

That may sound like an impossible ask for any one solution to offer, but now allow us to introduce you to Workday Talent Acquisition.  

What is Workday Talent Acquisition?

Workday Talent Acquisition refers to the unified system that manages every step of the talent acquisition journey, from workforce planning to interviewing to onboarding. The tool also helps recruiters develop a candidate experience that will not only allow them to compete but to stand out in this job-seekers market. 

In this article, we’ll cover the specific ways in which Workday Talent Acquisition comes in useful during each step of the talent acquisition process, and then explore some of the specific benefits customers are experiencing. 

Let’s start at the beginning of the recruitment process: sourcing.

Step 1: Sourcing

The first and most important step in assembling a team of rockstar employees is building a healthy pipeline of qualified candidates. Here are the features included in Workday Talent Acquisition that will prove useful during this stage: 

Candidate Management

In a competitive job market, it’s critical to keep candidates engaged throughout the application and interview process. Workday brings together all candidates—internal and external, as well as active and passive—into one place, making them easier to manage. Additionally, its core security model, process framework, and reporting features all support local regulations to meet compliance requirements, helping to take that concern off the plates of your recruiters so that they can focus on what they do best: recruiting.

Job Requisitions

As part of a unified system that also connects to Workday Human Capital Management (HCM) and Financial Capital Management, Workday Talent Acquisition makes it easy to seamlessly develop job requisitions and manage the process all the way through fulfillment in one tool. You can even develop confidential job requisitions that only allow access to a select group of people, providing a higher level of security for those sensitive requisitions. 


Most recruiters know that referrals are the strongest tool in their toolkit, and Workday helps them take advantage of it by allowing the entire organization to participate in the process. You can even encourage employees to generate more referrals with some healthy competition—the referral leaderboard lets you allocate points to an employee’s referral activities. 

Social Media Integration

Social media has become the fastest-growing channel for recruiters today. With Workday, you can extend your core candidate management system with connectors for social media, online job postings, and other digital recruiting efforts. 

Step 2: Hiring

Once you’re identified your top candidate, it’s time to hire. Workday Talent Acquisition offers several features to streamline this part of the process across the organization. 

Candidate Selection

Workday provides real-time visibility into the entire hiring team from any device. Team members can communicate about a candidate’s status and collaborate on selection, helping to make everyone part of the process and driving home the fact that hiring really is a team effort. 

Offer Management

Every minute counts when you’re ready to extend an offer. Workday shortens the time period with configurable workflows, compensation tools, a contract builder, and an easy-to-sign offer letter. Because if there’s a bite on your proverbial fishing line, you better set the hook—no one wants to regret the “one that got away.”

Step 3: Onboarding 

Finally, you’re ready to bring that new candidate officially onto the team. Onboarding is the first impression a candidate has of the company, and you want to make it a memorable one. Here are some of the features Workday Talent Acquisition provides to help make it easy to make a solid first impression. 

Candidate Experience

Combined with Workday HCM, it’s a snap to create a seamless onboarding experience from the time the offer is accepted to a candidate’s first day on the job. 


Accelerate hiring time by automating the entire recruiting process. Using one system to streamline the process for background checks, offer management, and orientation makes everyone more efficient and helps to lessen the chances that something important falls through the cracks. 

Benefits of Workday Talent Acquisition 

Workday Talent Acquisition allows you to manage the entire recruiting lifecycle within one system, streamline the process with transparency and collaboration, and attract top talent with a consistent experience. Here are some of the other benefits: 

  • Visibility into the entire talent acquisition process
  • Compensation to offer intelligence 
  • Compliance requirements woven into the system
  • Increased recruiter productivity and user engagement 
  • Optimized for mobile devices

Some companies using Workday Talent Acquisition have experienced significant time and cost savings. One company reduced the offer generation time from two weeks to seven minutes! Another company reported saving $1.5 million from eliminating Taleo integration challenges. Imagine what benefits your company has to look forward to… 

Experience the value for yourself. Our senior-level Workday consultants can help you transform your talent acquisition strategy with Workday solutions. Contact us today to build your transformation roadmap.