What are the Good and Bad Aspects of Workday Recruiting?

Workday Recruiting deals with the rest of Workday, creating a smooth experience for candidates, recruiters, and also hiring managers. From the moment you make workforce strategies to the moment you onboard new hires, Workday helps you build great teams.

There are a lot of recruiting systems around, how does Workday compare to them? How would I know? I am not in the business of comparing systems or spending the moment required to fully understand the pros and cons of everyone.

Workday Recruiting is configurable. It is not a linear procedure. You can configure your Candidate to Offer flow by any way you desire. You don’t desire everyone to go to the Manager Screen before being moved to Interview? Fine, just move the candidates you want in a sequence that you want. Made a mistake and sent a candidate to Offer that had not had a background check yet? That’s okay you can undo that move. You can move on and also back and forward again and you can decline them as well.

Do you want candidates to obtain different email messages based upon their status (internal/external) as well as the stage at which they are declined? You can do that. Do you require to send out links to candidates for evaluations or background tests? You can build integrations at every stage in the process. There isn’t much you can’t do in terms of the flow of candidates, the messages that they obtain, and the basic candidate experience.

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You can modify the Candidate Grid to expose important data in a way most purposeful to your Recruiters. You may use determined fields and pull the answers from sets of questions.

Want to partner with agencies as well as manage how they send candidates to you? Not a problem. A relatively robust functionality gives permission to agency users to see candidates you send, who you can approve or decline, and also you can maintain minimal payment and contractual data for each agency in Workday.

Confidential Requisition Functionality is easy to set up as well as simple to use. A few Security Domain control accesses and also you can send a secret candidate a secret URL to apply to the job.

The overall experience for candidates is adequate. The workflow for the recruiters is manageable. The configuration choices are difficult to work but with some training and/or experience there isn’t much you can not set up for your business. As long as you fit with the Hiring Manager seeing all candidates and their application details for the requisitions in their Supervisor Organization, then the circulation in between the Hiring Managers and the Recruiters will certainly work for you.

Remember that the entire Manager can see all points I just mentioned? A lot of customers do not like that. You can not restrict the view of Hiring Managers to just candidates that are sent to Manager Screen. It can also be an issue when you want internal candidates taken care of differently, perhaps by Human Resources. You need to offer HR the visibility of all candidates, not just internals. This is truly not acceptable to a variety of customers but there doesn’t seem to be any “fix” on the horizon.

Working with a large number of requisitions or candidates is extremely troublesome. Your Recruiter’s inbox will quickly become overwhelmed. Utilizing inbox filters can help but preferred requisitions can have dozens or thousands of candidates and also the UI for Candidate Management is not easy to use.

The way in which Workday stores the things and features of the Candidate, the Job Requisition, the Pre-Hire as well as lastly the Worker record is confusing and also makes reporting on the overall flow quite tough. it makes simply discovering data a pain in you know what.

Questionnaire changes are hard. You can not modify the set of questions that have actually been utilized, you need to copy it, inactivate the old one, make changes to the copy and then change the old one with the new one anywhere it is referenced.

There are a lot of various points you can do at each object, and it is challenging to remember exactly how to do particular things like interacting with the candidate or Undo move or invite them to apply. It is all there, it’s just not really organized in an easy to use manner. It is very annoying.

Workday has actually added some functionality in the last few releases to instantly decrease additional jobs, a candidate has applied for when you hire the candidate to one of those jobs, as well as to automatically decline all the remaining candidates for the job you have just filled and this absolutely helps.

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In my viewpoint, Workday Recruiting is nearly impossible to support internally without a source that is dedicated at least partly to maintaining that system. In other words, it isn’t a part-time gig that of your even more experienced recruiters can handle. It has too many moving parts. It is very complicated. It calls for substantial investment in optimization because you will find after implementation that there are a lot of modifications you will certainly want as well as require to make.

Until Workday 30 no scheduling functionality was offered for interviewing. Even with this update, the scheduling is restricted to Outlook, not Google and just Outlook 360 I think. There is a lot of delayed functionality in the latest Workday release notes for Recruiting.

If you develop a requisition with three openings and later on make a decision to only fill 2, there is no chance to modify that requisition. You can shut the req or freeze it but in reporting, it will show two of the three jobs loaded. Evergreen Requisitions are so excruciating to use as well as understand that it’s not a good solution to the above trouble either.

The external candidate site delivered by Workday is ugly. It isn’t tough to use but it is not similar to the more developed sites used by various other more mature ATS. You can develop and also integrate with your very own sites however if you utilize the delivered Workday external career sites you may be dissatisfied.

Resumes can not be mass downloaded to be reviewed. The thumbnail view of the resumes is insufficient for use and if the candidate uploads records for school it is difficult to separate the two so you can check out both or just the resume as an example.

It is tough to make changes and also evaluate them. Because candidates spend so much time in the same business process Job Application, you will frequently make changes and after that then become confused when your changes do not work the right way.

Finally, Localization while the present is fundamental. Worldwide Recruiting needs are very different than in the U.S. It is not feasible to totally localize the flow, the candidate experience, etc.

Conclusion

I think it enhances with every release and that there are significant advantages to having one UX, one Security set-up, one Reporting experience. However, it has a long way to enter in terms of functionality, candidate experience and also particularly the Recruiter experience. There are some good ideas coming up and it is certainly a challenging product to execute as well as optimize.

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