The document summarizes changes to Workday's recruiting system, including removing Interview Exchange, adding job descriptions and candidate pipelines directly in Workday, and standardizing processes like background checks before hiring. Key features of the new system include metrics on candidate flow, source effectiveness, and time in each stage. The stages and roles in the new hiring process are also outlined.
The document summarizes changes to Workday's recruiting system, including removing Interview Exchange, adding job descriptions and candidate pipelines directly in Workday, and standardizing processes like background checks before hiring. Key features of the new system include metrics on candidate flow, source effectiveness, and time in each stage. The stages and roles in the new hiring process are also outlined.
The document summarizes changes to Workday's recruiting system, including removing Interview Exchange, adding job descriptions and candidate pipelines directly in Workday, and standardizing processes like background checks before hiring. Key features of the new system include metrics on candidate flow, source effectiveness, and time in each stage. The stages and roles in the new hiring process are also outlined.
The document summarizes changes to Workday's recruiting system, including removing Interview Exchange, adding job descriptions and candidate pipelines directly in Workday, and standardizing processes like background checks before hiring. Key features of the new system include metrics on candidate flow, source effectiveness, and time in each stage. The stages and roles in the new hiring process are also outlined.
No longer using Interview Exchange Review and Screening of Candidates
New Career Page of Internal and External Interview Process Applications Adding Job Descriptions into Workday Offer Process Background Checks completed BEFORE Hire Key Highlights Increase Recruitment Productivity Standardize Recruitment Processes Improve Recruitment and Hiring Compliance Facilitate Access to a Larger, More Qualified Candidate Pool Utilize recruitment metrics to drive better results Increase quantity of quality candidates Reduce administrative time spent on recruiting Improve candidate mining and management Improved pre-employment activity New Homepage Recruiting Worklet Report of all your open positions
Only candidates that have
applied to your positions To search by job requisition
Recent Job Requisitions Recruiting Dashboard THE DASHBOARD WILL HAVE ALL RECRUITING METRICS INCLUDING: Candidate Pipeline Candidate Time Per Stage My Recruiting Jobs Source Effectiveness and Source Pipeline Candidate Pipeline
The Candidate Pipeline will
show all your open positions and where candidates are at in the recruiting process. Candidate Time Per Stage
This will show how long
candidate have been at each recruiting stage. My Recruiting Jobs
This report show all
your open positions Source Effectiveness and Source Pipeline Source Effectiveness will show where the candidate heard about the position.
Source Pipeline will show
where the candidate heard about the position and what stage they are in. This report is great because it shows the quality of the candidates per source. New Internal Career Site Select on the Career Worklet, then Find Jobs. Reviewing an open Requisition To view an open requisition you may view from the Recruiting Worklet, the Recruiting Dashboard, or by typing the requisition number into the search bar, and selecting all of Workday. For example for this one I would select R-003595.
Select different tabs
to see different information on the open position. Overview Page From this page, you may see how many candidates are in each stage, and what sources your candidates came from. The Review Candidate button, along with the Candidates tab will bring you to your Candidate Grid. Candidate Grid The candidate grid is where you may view all the information about your candidate, from where they are at in the process, resume, contact information, experience etc.
From Review Candidates
From Candidate Tab
Details
Details provides all
information about the job requisition, manager, budget number, employee type etc. Job Postings Here you can see if a position is currently poster and if it is on the external or internal career site.
Note: We do not use qualifications.
The Process
Candidate Check Background
Review Screen Interview Offer Hire Applies References Check
Review • Yes, No, Maybe: These selections will work just like interview exchange. The Recruiter or Manager will move into each based on review. • Recruiter Screen: If Recruiter would like to hold on to review further. • Background Checks: These are only run after offer has been given and accepted. Only in special circumstances should this be used at this stage ie: Adjuncts • Reference Check: Interviews have been completed outside of Workday. Only happen in special circumstances. • Recruiter & Manager Interview: Determines who will be organizing the interviews. *This will be determined at the initial kick off meeting.* • Straight to Offer: Only in special circumstances would an applicant go straight to offer. Candidate Activity: Candidate Activity, at the bottom of a candidates record shows what stage the candidate is in, and allows for notes to be written by the hiring manager, recruiter, or search committee team.
Please keep in mind that this a
legal record. Notes on candidate activity should just be around logistics, and not include anything personal. Candidate Check Background Review Screen Interview Offer Hire Applies References Check
Manager Screen/Recruiter Screen
• If Recruiter Reviews first: • Manager Interested – This will trigger Recruiter to reach out to manager to talk about next steps. • Manager Not Interested – Recruiter will disposition the candidate. • Manager Interview – Manager will schedule the interview. • Recruiter interview – Recruiter will schedule interview. • Recruiter Reference Check: Recruiter performs reference check (assuming interviews have been completed). • Manager Reference Check: Manager performs reference check (assuming interviews have been completed). Candidate Check Background Review Screen Interview Offer Hire Applies References Check
Interview Recruiter or Manager will enter names of who will be interviewing candidates. To add additional names you just need to select the + . Please note: • This doesn’t integrate with calendars. • Anyone entered on this screen will need to rate the candidate. If surveys are being sent outside of Workday please do not input names here. • Everyone selected to be on interview team must meet with Recruiter to go over proper interview edict . Candidate Check Background Review Screen Interview Offer Hire Applies References Check
Interview Rating Please rate the candidate as a 1-5. Please include general comments on your impression of the candidate. Please note your rating will be seen by all those who have access to the position. Click on the candidates Click on the position to name to see resume. see job description. Candidate Check Background Review Screen Interview Offer Hire Applies References Check
Interview Decision • Manager Follow-Up Interview: Manager scheduling additional rounds of interviews. • Recruiter Follow-Up Interview: Recruiter scheduling additional rounds of interviews. • Recruiter Reference Check: Recruiter performs reference check (assuming interviews have been completed). • Manager Reference Check: Manager performs reference check (assuming interviews have been completed). • Not Interested in Candidate: For Managers to use, this will signal Recruiter to disposition. • Offer: Reference has already been completed. Candidate Check Background Review Screen Interview Offer Hire Applies References Check
Reference Check • Offer: Reference Checks were favorable, ready for offer. • Recruiter Follow-up Interview: If there is anything that comes up in the reference call that need to be spoken with candidate about further. • Recruiter Reference Check: Dana performs reference check (assuming interviews have been completed). • Manager Reference Check: Manager performs reference check (assuming interviews have been completed). • Not Interested in Candidate: For Managers to use, this will signal Recruiter to disposition. Candidate Check Background Review Screen Interview Offer Hire Applies References Check
Offer The recruiter will initiate the offer process in Workday. It will go to the hiring manager and finance for approvals. Once approved the verbal offer will be made to the candidate.
• Counter Offer: The first offer isn’t accepted so a new
offer must be approved. This will again go to hiring manager and finance for approvals. • HireRight Background Check: Offer has been accepted, recruiter will initiate background check. • Ready for Hire (Skip Background Check): Special Circumstance where a background check has already been completed. Candidate Check Background Review Screen Interview Offer Hire Applies References Check
Background Check
The background check will be ran prior to hiring an employee. Once the People Center has received successfully completed background check, the candidate will be moved into the Ready for Hire step. Once the candidate has been marked as ready for hire, the hiring manager will receive an action in their inbox to hire. Candidate Check Background Review Screen Interview Offer Hire Applies References Check
Hire
The Hire process will be the same as it is currently, however because Finance has already approved the offer, the only approval will be by the People Center. When hire process is started this will initiate the written job offer to be created.
As the hire process is kicked off, hiring managers receive an email to complete a brief survey on their recruiting experience.
