Our recruiting solution works with the rest of Workday, creating a seamless experience for candidates, recruiters, and hiring managers alike. From the moment you make workforce plans to the moment you onboard new hires, Workday helps you build great teams. Access the Recruiting Hub from anywhere in Workday.

Act on your most important tasks. Personalize your workspace. Gain insight into your pipeline. With all relevant data in one system, recruiters can find and hire the best talent before the competition. First impressions matter. Give your candidates an engaging experience from the minute they apply to their first day on the job.

Recruit the best and brightest. View quick demo Own the Entire Recruiting Lifecycle View presentation. Workday Recruiting Read datasheet. Speed up the recruiting process. Review both internal and external candidate profiles on any device. Promote an employee and open a new job requisition in a single action. Set reminders so you can keep track of what you need to do. Make informed offers with recruiting and compensation in one place.

Build the best team together. Collaborate on interview feedback in one place. Use calendar sync to schedule and reschedule interview panels with ease. Motivate employees to refer top candidates through the referral leaderboard. Watch video. Hire at scale. Workday Recruiting helps you manage high volumes of candidates locally and globally. Disposition and move candidates forward all at once. Use workbooks to process offers in bulk. Continually source and hire the talent you need most with evergreen requisitions.By: Brian Westfall on April 14, Human resources HR professionals should have a seat at the C-suite table.

And with more and more software vendors offering reporting features that allow HR professionals to analyze trends over time, it seems the goal of becoming more strategic is well within reach. But while HR software can put massive amounts of information at the fingertips of HR professionals, not all companies need—or want—to run highly complex human resources reports.

Instead, many choose to keep it simple when it comes to reporting, focusing on one area that affects all businesses, no matter what their size or industry: recruiting. I spoke with executives at three well-known HR software companies— SilkRoadSuccessFactors and Workday —to find out what recruiting reports they recommend their clients run on a regular basis, and why. As it turns out, keeping it simple might be the way to go.

One of the most essential recruiting questions a company can ask: How long does it take to fill each open position?

After all, every day a position is left open, the company is either losing money or not addressing a business issue. Therefore, the faster recruiters can fill positions, the better they can serve the business as a whole.

Luckily, many HR software providers including SuccessFactors offer the capability to compile this report with the click of a mouse. Additionally, because these reports can be configured to determine time-to-fill averages for each type of open position, HR professionals and recruiters can see which positions are taking longer to fill over the time period of their choosing. The Society for Human Resources Management SHRM found in a recent study that the average time-to-fill for an open position, across all industries, was 34 days.

This is a good benchmark when determining whether your time-to-fill is on track. After all, if candidates are stalled in the recruiting process, they may lose interest or find another position—and you run the risk of losing good people. Once you determine which positions are taking longer to fill, you should then investigate the factors responsible for the slowness.

Here are several common scenarios that might lead to a protracted time-to-hire:. By using the time-to-fill report to quickly determine which positions need attention, recruiters and HR professionals can quickly inform business leaders of positions where the time-to-fill can be reduced.

Chris Lennon, director of product management at SilkRoad, agrees with Collins that time-to-fill is a crucial report. However, Lennon suggests taking the time-to-fill report one step further. After all, while technology has made certain stages of the hiring process quicker and easier—allowing recruiters to conduct interviews over Skype, or sift through hundreds of resumes in minutes using parsing software—some delays still occur.

If a valuable candidate drops out of the recruiting process to go elsewhere because of a bottleneck in the hiring process, that loss of talent can translate to lost revenue. Finding great candidates and moving them efficiently through the recruiting process is critical for any business. However, keeping track of the tail end of the employee lifecycle—turnover—is equally important. Over at Workday, VP of Product Strategy Amy Wilson recommends companies run one report in particular to examine turnover: hires and terminations by quarter.

The hires and terminations report tracks exactly what it sounds like it should: how many people were hired, and how many people resigned or were fired during a specified time period. With this type of report, organizations can use attrition data to determine trends. How long have employees been with the company before they decide to resign?

What are the characteristics of employees who have stayed through critical investment periods? What departments or positions have seen the most growth or loss? Wilson suggests running the report on a quarterly basis across a three-year period to identify trends and then explore the root causes and actions surrounding the departure of specific individuals.

After reviewing and analyzing this report, HR professionals might be able to predict when they should begin hiring in larger quantities to counteract a season of high attrition. And if your company integrates its recruiting and performance management software, you can add another layer of analysis. Perhaps employees with certain characteristics were more likely to quit or be fired. With that information, recruiters can screen out applicants with high flight risk early in the recruiting process.

The most valuable reports may, in fact, be the simplest. Here are several common scenarios that might lead to a protracted time-to-hire: Recruiters may not be posting on the most relevant job boards for the position.If you are a key member of your organization when it comes to configuring or making decisions about Workday Recruiting, this course is for you.

This four-day, instructor-led course focuses on configuration options, features, functionality, and use of the powerful recruiting tools in Workday. We will dive into tenant, security, and business process setup, with an emphasis on how recruiting administrators and recruiting managers can help their organizations use Workday Recruiting to full advantage.

For Workday Recruiting end users who want to learn more about day-to-day transactions and processes, we offer the Recruiting Transactions course. This course has some sessions with the option to attend remotely in one of our Hybrid classrooms. In order to participate remotely, the following is required :. Not every session has a remote attendance option. Please pay close attention to session titles and location details to ensure you register for the correct session.

Workday Pro: This course fulfills a requirement for one or more Workday Pro tracks. Breadcrumb Home Recruiting Fundamentals. Recruiting Fundamentals.

Make expense reporting seamless.

Posted May 21, Updated Dec 11, Covered Topics: Security and tenant setup Questions and questionnaires Job requisitions and Evergreen requisitions Job postings and career sites Recruiting sub-processes The Job Application business process Prospects and candidates The candidate experience The recruiter experience Recruiting reports This course has some sessions with the option to attend remotely in one of our Hybrid classrooms. In order to participate remotely, the following is required : Download and use Zoom Video Conferencing software A working webcam which is on at all times.

workday recruiting reports

Enroll now in LMS. Functional Lead, Workday Administrator. Configure the tenant, security, and business processes for Recruiting. Create candidate questions and questionnaires. Create and manage job and Evergreen requisitions. Manage job postings on your internal and external career sites. Configure recruiting sub-processes and the dynamic job application business process. Manage candidates and prospects.

Apply as internal and external candidates. Interpret recruiting reports.Skip to primary navigation Skip to main content Search our site for help.

It has information for worker, working hours during lookback period, and measurement details during measurement period. Users will need to run the report to identify any ACA eligible workers who is not enrolled in Medical and should be offered benefits. Use this report to review all overrides and adjustments for accruals and time offs.

This report counts the number of 'Active' job postings for a job requisition. Workday Custom Employee As Self All Worker Time Off Returns all time off entries for active and terminated workers in prompted organizations where the worker's time off date falls on or within the specified date range. View all the approved, pending, and denied time off requests for your workers to track the history and status of all time off requests either by date requested off or the date the time off was entered.

Recommend running this report to pull by date entered for rule compliance review, for example, any requests for more than 3 days of sick time that would require FMLA documentation sent? Any use of unpaid time off when paid time off balance exists? Run this report to pull by the date for which the time off is requested to ensure all time offs are approved for the pay period currently being processed.

Vassar WorkDay HCM Training Video (HR, payroll, benefits)

Use prompt "Include Terminated Workers" to see time off entries for terminated employees especially for hours donated to the sick pool which is mostly done by employees prior to their termination. This is needed for calendar year reporting that normally occurs in early-January. BPP's version will be missing data from December. These utilization analysis reports are used for affirmative action analysis, performed by a third-party vendor.

Please export the report result to Excel and remove duplicates manually to get distinct job profiles used by your organization. Non-Classified titles Workday Custom HR Partner Annual Affirmative Action Report — Terminations This report will be used for affirmative action analysis on terminations in your organization These utilization analysis reports are used for affirmative action analysis, performed by a third-party vendor.

This report will replace the Workday delivered reports called "Total Compensation" currently on one of the two tabs in the Compensation Profile. Used as annual report to the State Comptroller's office. Workday Custom Compensation Partner,Compensation View Only,Merit Partner Approved Time Off Provides an account of all the time off approved for specific employees for a specific date range View all the approved time off requests for the workers you support by the date for which the time off is requested.

The report can be used to show who initiated an Assign Costing Allocation BP that was sent back or denied. Displays job profile, annual work period, pay rate and compensation base pay.

workday recruiting reports

Used to evaluate if academic pay period is consistent with intended annual term and payroll for employee. Use the list to research if a change that should have been made was missed. This report can be used to research if a change to the allowance plan that should have been made was missed. Payroll offices need to run the report after each payroll completes then run Maintain Payroll Limit Override task for employees listed before next payroll is initiated to prevent retro from taking a deduction for ORP.

Payroll Partner and HR Partner need to investigate positions showing on this report, and fix the portion they are responsible for. This report can be used to audit terminations with an open-ended allowance plan. Payroll offices need to run the report after each payroll completes then run Maintain Payroll Limit Override task for employees listed before next payroll is initiated to prevent retro from taking a deduction for TRS.

Workday Custom Payroll Partner,Payroll View Only Audit Compensation Grade Mismatch on Worker and Position This report returns all positions with mismatched default compensation grade and worker compensation grade in specified organization. After a mass process to update worker's compensation grade through "set up compensation grade profile adjustment", the default compensation grade on position restriction might not be synced with worker's compensation grade.

workday recruiting reports

Run this report to find all mismatches and update the default compensation if necessary. They'll investigate if any actions are needed such as refunds or extra payroll deductions. Used to identify and correct payroll errors. This report filters on workers in which the user has access based on a role of Manager or HR Partner.Easily capture, submit, and approve expense reports on the go with expense reporting software from Workday.

The result? Lower costs, improved accuracy, better expense tracking, and faster reimbursements. Take a picture of a receipt to automatically populate an expense.

Start an expense report by selecting all applicable expense items. Allow managers to review and approve expenses on the go. Make expense reporting seamless. View quick demo How Unum Benefited from Workday View infographic. Take Control of Corporate Spend View infographic.

Workday Expenses Read datasheet. Automate expense management. Eliminate the need to reconcile expense and employee data with a single finance and HR system. Configure workflows and approvals, and ensure all transactions are recorded for audit transparency. Process expenses using corporate credit cards. Manage reimbursements with a single payment engine. Capture expenses effortlessly.

Allow employees to enter and submit expenses on any device, as they happen. Automatically populate expenses with intelligent mobile receipt scanning.

Enter expenses through chat with Workday for Slack. Manage business travel expenses with per diems on mobile. Drive more effective expense policies. Gain visibility into employee spend with real-time reports and dashboards. Configure proactive controls, including spend authorizations and budget checking.

Identify opportunities to negotiate on corporate travel rates and discounts. See how Workday is revolutionizing spend management. View Extended Demo Our recruiting solution works with the rest of Workday, creating a seamless experience for candidates, recruiters, and hiring managers alike. From the moment you make workforce plans to the moment you onboard new hires, Workday helps you build great teams.

Access the Recruiting Hub from anywhere in Workday. Act on your most important tasks. Personalize your workspace. Gain insight into your pipeline. With all relevant data in one system, recruiters can find and hire the best talent before the competition. First impressions matter. Give your candidates an engaging experience from the minute they apply to their first day on the job.

Recruit the best and brightest. Watch quick demo Own the Entire Recruiting Lifecycle View presentation. Workday Recruiting Read datasheet. Speed up the recruiting process. Review both internal and external candidate profiles on any device. Promote an employee and open a new job requisition in a single action. Set reminders so you can keep track of what you need to do.

Make informed offers with recruiting and compensation in one place. Build the best team together.

workday recruiting reports

Collaborate on interview feedback in one place. Use calendar sync to schedule and reschedule interview panels with ease. Motivate employees to refer top candidates through the referral leaderboard. Watch video. Hire at scale. Workday Recruiting helps you manage high volumes of candidates locally and globally. Disposition and move candidates forward all at once. Use workbooks to process offers in bulk.

Continually source and hire the talent you need most with evergreen requisitions. Automate recruiting workflow to hire faster.Workday Recruiting Training. Course Features. Choose Your Plan. Upcoming Batches. Workday Recruiting is an end-to-end talent acquisition application built to help you find, share, engage, and select the best internal and external candidates for the organization. It is comprehensive with real-time based scenarios delivering practical value to aspirant Workday Professionals.

Our intensive training build confidence to hit the job markets and easily clear interviews. This website uses cookies. Using this website means you are ok with this but you can learn more about our cookie policy and how to manage your cookie choices here.

Toggle navigation. Join Live Demo. Workday Recruiting. Placement and Job Support. Workday Certification Assistance.

Recruit the best and brightest.

Implementation of real-time projects. Life Time Access. Recruiting Training. Enroll Now. Course Summary. Course Curriculum. Workday Recruiting Course Content 1 Lesson. Workday Recruiting Materials 1 Lesson. Job Requisitions 1 Lesson. Interview-Offer-Generate Document 1 Lesson. ReferralsProspects and Candidates 1 Lesson. Managing Candidates 1 Lesson.

Commonly Used Reports

Reports In Recruiting 1 Lesson. Choose your rating. Cancel Save changes. She has 30 years experience in ERP with 12 years experience in Workday. You will get the best training in the world with valuable training documents and practical real time projects.

Mary has repeatedly demonstrated her capabilities combining business acumen with strong financial discipline, deep design insights and organizational management skills to successfully grow businesses, lead them through successful turnarounds and revitalization, and manage them across all stages of the business life cycle.


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