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In the fast-paced world of talent acquisition, the pressure to find and hire the right candidates swiftly is more intense than ever. For talent acquisition teams using Workday® Recruiting ATS, this pressure is compounded by the unique challenges of managing a world class (yet complex) recruiting system.
This blog, the first in a three-part series, leverages insights from my 6+ experience as a user – and manager – of Workday® Recruiting, to explore the current landscape of Workday® Recruiting and deliver perspectives and best practices to optimize the system for local and global recruiting teams.
We'll begin by diving into the truths and challenges of using Workday® Recruiting, and in our next blog introduce innovative new tools built specifically for Workday® that can help address these challenges.
Truths: Workday® Recruiting offers a robust set of features designed to manage the entire recruiting process—from job postings to onboarding new hires. Workday® stands out in the market for several reasons. Here are a couple of them:
Integrated Talent Management: Workday® provides seamless integration with other HR functions such as payroll, performance management, and learning management. This integration allows for a holistic view of employee data and smooth transitions between different stages of the employee lifecycle.
2. Customizable Career Sites: Workday® allows organizations to create highly customizable
career sites that reflect their brand and attract top talent. These sites are user-friendly and can be tailored to provide a personalized experience for candidates.
Despite Workday® Recruiting’s capabilities, there are inherent challenges that many talent acquisition leaders face. Let’s consider some of the challenges.
Challenges:
As great as Workday® Recruiting is for Workday® HCM customers, it does currently have some challenges. A Beamery report highlights that 60% of companies find it difficult to integrate Workday® with other tools and systems, and 40% struggle with customization and configuration. Here are some of the broader challenges users encounter:
Difficulty in Tracking Candidate Progress: A lack of transparency in the hiring process can make it challenging for recruiters to track candidate progress and determine pipeline status.
Inefficiencies in Communication: Recruiters often struggle to keep candidates informed and engaged, leading to frustration and missed opportunities.
Inefficient Interview Scheduling: Scheduling and rescheduling interviews consume a significant amount of recruiters’ and recruiting coordinators’ time.
Complex Interviews: For example, panel interviews across multiple time zones, are particularly problematic.
Limited Visibility into Team Performance: Without comprehensive analytics and reporting, it’s hard for talent acquisition leaders to identify areas for improvement and optimize processes.
According to Aptitude Research, only 16% of talent acquisition leaders report high satisfaction with their recruiting technology, and 69% of organizations say their current technology doesn't meet their needs. These statistics underscore the need for TA leaders to implement smarter and more effective strategies to overcome these common challenges.
Tap Into Help Many sharing fans of the Customer Sharing Movement are Workday® Recruiting customers, and many are facing similar challenges. Because of this, Recruiting is one of our most popular topics. In addition to our growing movement of sharing fans, Workday® has made tremendous strides in its partner programs, notably with its Innovation Partners. This is where we will begin our next blog in this series and peek at the future.
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Author: Shannon from New Hampshire
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