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.
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 data insights and analytics to monitor and optimize the whole change management process.
That may sound like an impossible ask for any single business solution to offer, but allow us to introduce you to Workday Recruiting.
What is Workday Recruiting?
Workday Recruiting refers to the unified system that manages every step of the talent acquisition journey, from workforce planning to interviewing to onboarding, and everything in between.
In this article, we’ll cover the ways that the Workday Recruiting hub comes in useful during each of the Workday candidate stages of the talent acquisition process, and then explore some of the most important benefits.
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 professionals, including internal and external candidates from any career site, job board, or referral. Here are the features included in Workday’s Recruiting dashboard that will prove useful during this stage:
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.
As part of a unified system that also connects to Workday Human Capital Management (HCM) and Financial Management, Workday Recruiting 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.
When a company has a consistent staffing need, it becomes too much of a hassle to continuously update career sites, social media, and other online job posting sites. This is where your team can use an evergreen requisition to your advantage.
Let’s take a look at a quick example.
Suppose you work for a large hospital system that’s constantly in need of more nurses. An evergreen requisition for this specific job would be beneficial to you in that it is always posted in the places you choose, and it gives you a better handle on candidate volume for the specific position listed. By using evergreen requisitions in this case, you are making it easier to manage the candidate pipeline, target specific areas of high employee turnover, and fill critical jobs more efficiently.
Workday’s system allows you to create these requisitions to track vacant positions, manage talent pools, and recruit for continually open job opportunities.
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, career sites, and other digital recruiting efforts.
Step 2: Hiring
Once you’re identified your top candidate, it’s time to hire. Recruiting offers several features to streamline this part of the process across the organization.
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.
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’s Recruiting platform provides to help make it easy to make a solid first impression.
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.
Key Features of Using Workday for Recruiting
Now that you have a better idea of how the Recruiting module operates, let’s look at a few of the key features.
- Single-system approach
- Trustworthy sourcing of candidates
- Dynamic candidate and interview management
- Cohesive, reliable data analytics and talent insights
Benefits of Workday Recruiting
This module allows you to manage the entire recruiting lifecycle within your Workday applicant tracking system (ATS), 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
Experience the value for yourself. Our senior-level Workday consultants can help you transform your Workday ATS, increase the productivity of your talent acquisition efforts, and recruit reliable, high-quality candidates to fill your organizational needs. We’ve included a sample profile of one of our best Workday Recruiting consultants to give you an idea of what to expect when partnering with us.
Surety Senior Workday Recruiting Consultant
- 8+ years of Workday experience
- Certified in Workday Recruiting, HCM, Talent & Performance, and Project Management
- Acted as a Recruiting Architect and Lead on over 50 Workday deployments
- Experience leading all End-to-End testing calls for the recruiting and onboarding functional areas
- Global experience across many different industries
Contact us today to build your transformation roadmap.