By: Karl Wierzbicki, Director of Marketing, InFlight

Do you love the experience that Workday Recruiting provides to your candidates? If you answered “no,” you’re far from alone.

While Workday Recruiting is now the most commonly used Applicant Tracking System (ATS) in the world, it is certainly not always the most beloved. In fact, according to SHRM and HR influencers like Tim Sackett and William Tincup, many teams using Workday are not at all satisfied with the candidate experience their ATS is providing, but have limited choice in the matter.

The issue with Workday is that it isn’t built specifically for hiring. Workday is a Human Capital Management (HCM) system that has ATS functionality as a small part of the overall suite of functions. That means Workday is not built primarily with candidates or recruiting objectives in mind.

So, are you feeling stuck with your Workday ATS? Don’t worry – there are cost-effective ways that you can improve your candidate experience without migrating to a different system.


Why do Talent Acquisition teams end up using Workday Recruiting?

Often TA teams are mandated to use Workday Recruiting as their ATS – even though it does not provide a best-in-class recruiter or candidate experience – because their CEO, CIO, CFO, etc. buys Workday HCM as part of a savings or cloud strategy and Workday Recruiting is included. Talent Acquisition teams are then forced to use it because it’s part of the package.

Talent Acquisition teams often end up having to use an ATS that’s not their first choice

The problem isn’t just limited to Workday Recruiting. There are a number of other scenarios where TA teams have to use an ATS that isn’t their first choice:

  1. Talent acquisition teams inherit an ATS through M&A or another transition, and sometimes have years left in their contract term.
  2. Leadership is unwilling or unable to invest the resources into a new ATS implementation – which can be costly and resource intensive.
  3. Multinational organizations often have no choice but to use systems like Workday Recruiting, Taleo, SuccessFactors, etc. because there are relatively few ATS products that are optimized for large, global enterprises. 


How to make the most of what you have: Working with Workday and others

So, if you’re stuck using Workday Recruiting (or some other ATS you don’t love), what can you do?

Some organizations try to compensate for the gaps in their candidate experience with add-on solutions, like recruitment marketing platforms (RMPs), candidate relationship management (CRM) platforms, assessment tech tools, candidate communication tools, and more.

However, adding to your TA technology stack can create new problems. Some typical problems that might result from relying on too many disparate systems include:

  • A dilution of your employer brand because the look and feel of your branding isn’t consistently communicated across systems
  • A lack of data-based insights, because you can’t accurately measure candidate progress, conversions, and drop-offs across systems
  • Frustration and friction for the candidate as they often have to create multiple accounts and learn to navigate different systems throughout the process

In short, using multiple systems can make for a confusing experience for candidates that can lead to drop-offs and a poor brand impression. Pulling these systems together into one seamless and branded experience can be very tough to do. 

We promise not all hope is lost, however. We’re here to help with our suggested approach to reclaiming control and pulling everything together to get the most out of your ATS, whether it’s Workday, Taleo, SuccessFactors, or another one.


Find out more about how we work with Workday here


Here are three tips to improve your candidate experience:


1. Map out the candidate experience you would like to provide

Compare your ideal candidate experience with the experience you’re currently providing. Identify problem areas and then work out the best approach – whether process or technology based – to address those gaps. Common problem areas to keep an eye out for include:

  • Places where candidates need to create an account and log in
  • Areas of your candidate experience that do not feature your visual branding or employer brand messages
  • Transitions where the look, feel, or behavior of the candidate experience changes
  • Steps or systems in your process that are frustrating and take a long time to complete


2. Integrate your ATS with an employee experience platform

The InFlight Employee Experience Platform (EXP) allows you to adjust the look, feel, and experience that candidates have while using the ATS or other HR tech. This means, you can architect the exact candidate experience you want to provide despite your ATS and HR stack’s candidate experience limitations.

Further, the InFlight EXP enables your other TA tech stack components, like job boards and CRM software, to integrate seamlessly with the ATS and with one another. As candidates move from one system or app, they will have a unified experience including consistent branding throughout their journey.


3. Rely on the data to inform and adjust your approach over time

Beyond candidate experience, TA teams also have challenges with candidate and applicant analytics — particularly when combined with other systems. However, with InFlight’s EXP you can gain access to better insights and track candidates across multiple systems. This gives your team the ability to properly understand your candidate experience and make strategic improvements over time. 

How does this work? The InFlight EXP is able to gather data across the full employee lifecycle, so that your TA team can improve its hiring and understand which process optimizations and recruiting programs have the biggest impact on your organization. This way, your TA team can focus on increasing candidate conversions by letting your data guide the decision making, and avoid the frustrations of using a dissatisfying ATS that doesn’t provide the complete picture of what is and is not working.


The takeaway

Improving the out-of-the-box candidate experience and analytics capabilities that Workday Recruiting and other ATSs provide is critical for attracting and hiring the best talent. If you’re stuck using an ATS you don’t love alongside a disparate talent acquisition tech stack, you can still pull everything together and see the results you need using the InFlight Employee Experience Platform.


Want to learn more? Take a look at  Workday page to see how the InFlight Employee Experience Platform allows you to take complete control of the look, feel, and interactions a person will have while using your systems – without actually replacing the underlying HCM application or ATS.
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