L'oR Consulting Services

If you are a Workday Recruiting customer, how are you leveraging advanced reporting? I've listed 4 under utilized suggestions below.

If your company is a Workday customer vote or comment in the poll below !

It's our Last Day of Make Your Workday® Shine Week! 🌟 We’re wrapping up our series with tips on preparing for an upcoming Workday release! The next one is coming in September. Workday releases it's latest features two times per year. It is essential to prepare for these releases so you know the changes, test for any issues and communicate with the team. Here’s how to get ready: 📘 Review Release Notes: Stay informed about new features and updates. Understanding what’s coming helps you plan and train your team effectively. 📘 Test in Sandbox Preview: Utilize your sandbox preview environment to test new features before they go live. This ensures a smooth transition and helps identify any potential issues. This tenant automatically refreshes when the tenant release prep window has opened. 📘 Update Documentation: Ensure all user guides and process documentation are up-to-date with the latest changes. This helps your team stay on track and reduces confusion. 📘 Communicate Changes: Keep your team informed about upcoming changes. Regular updates and training sessions can help everyone stay prepared and make the most of new features. Staying on top of these with these steps will help you leverage the full potential of Workday’s latest release and keep your system running smoothly. Thank you for spending this week with me!! Let me know in the comments if you would like to see more of these!

🌟 𝗔𝗿𝗲 𝘆𝗼𝘂 𝗿𝗲𝗮𝗱𝘆 𝗳𝗼𝗿 𝗗𝗮𝘆 #𝟯, 𝗠𝗮𝗸𝗲 𝗬𝗼𝘂𝗿 𝗪𝗼𝗿𝗸𝗱𝗮𝘆® 𝗦𝗵𝗶𝗻𝗲 𝗪𝗲𝗲𝗸! Hello everyone! Today, we’re diving into enhancing your offer letter process by converting from the old functionality to Workday Docs. If you're still using BIRT for creating offer letters, it's time to switch to a more efficient solution! Here’s a quick rundown of why Workday Docs is a game-changer: 📘 Simplified Interface: The user-friendly interface of Workday Docs eliminates the steep learning curve, making it easier for admins and recruiters to create and manage offer letters. 📘 Streamlined Troubleshooting: Complex templates often require specialized configurators. With Workday Docs, features like panels for data fields and condition rules, along with real-time previews, make it much easier to identify and fix issues. 📘 Rich Formatting Options: Workday Docs offers formatting capabilities similar to Microsoft Word. You can easily add headers, footers, images, tables, and customize text color to align with your company’s branding. 📘 Efficient Testing: Testing offer letter templates with the old functionality required stopping the entire configuration process. Workday Docs allows users to preview templates as they build, significantly reducing testing time. 📘 Enhanced Collaboration: Unlike the old system, Workday Docs lets you share offer templates with recruiters, providing better visibility and collaboration. Switching to Workday Docs can save time, reduce costs, and enhance the overall candidate experience. Ready to upgrade your process? Let's make your Workday® shine! Comment below or message me if you are ready to upgrade your offers !

🌟 𝗗𝗮𝘆 𝟮: 𝗠𝗮𝗸𝗲 𝗬𝗼𝘂𝗿 𝗪𝗼𝗿𝗸𝗱𝗮𝘆® 𝗦𝗵𝗶𝗻𝗲 𝗪𝗲𝗲𝗸! 🌟 Today, we’re focusing on reevaluating your hiring stages to better align your recruitment process. Here are five easy ways to speed up your process: 📘 Assess Stage Duration: Evaluate how long candidates spend at each stage. Are there stages where candidates are stuck for too long? Identifying bottlenecks can help streamline the process and reduce overall time-to-hire. Starting with an assessment of your process is crucial. While some points below will be identified during your evaluation, you will find more than just these. 📘 Automatic Communication Points: Ensure clear and consistent communication with candidates at each stage. Automate status updates and provide timely feedback to keep candidates informed and engaged throughout the process. Many companies use standard messaging, stand out by sending personal, kind, and/or empathetic messages. 📘 Allow Interview Self-Scheduling: Configure your system to offer more flexible interview scheduling options for the screening stage. Allow candidates to select from available time slots to reduce back-and-forth communications and speed up the scheduling process. Utilizing text messages to schedule and communicate helps with candidate response time. 📘 Automate Reference Checks: Implement automated reference check tools integrated with Workday® to streamline this often time-consuming stage. These tools can send out reference requests and collect responses efficiently, speeding up the final decision-making process. If you use a background check vendor, you can remove the stage from your Workday® process. 📘 Auto-Reject Candidates: Implement auto-rejection for candidates who do not meet strict eligibility requirements, such as roles that only allow U.S. citizens or legally require specific certifications. This ensures that only qualified candidates move forward, saving time for both recruiters and applicants. It's important to use this functionality judiciously and only for criteria where there is no room for negotiation or interpretation. 📘 Approval Processes: Reevaluate the approval stages within your hiring process. Ensure that the necessary approvals are obtained without unnecessary duplicates by configuring automatic approval workflows in Workday®. This can help speed up the process and reduce waiting times for candidates. For each approval ask each other "why is this needed" and if it has the potential of being a rubber-stamped approval. 𝗣𝗦 - 𝗠𝘆 𝘁𝗮𝗸𝗲𝗮𝘄𝗮𝘆 𝗮𝘀 𝗮 𝗰𝗮𝗻𝗱𝗶𝗱𝗮𝘁𝗲 𝘄𝗼𝘂𝗹𝗱 𝗯𝗲 𝘁𝗼 𝗽𝗮𝘆 𝗮𝘁𝘁𝗲𝗻𝘁𝗶𝗼𝗻 𝘁𝗼 𝘄𝗵𝗮𝘁 𝗾𝘂𝗲𝘀𝘁𝗶𝗼𝗻𝘀 𝗼𝗿 𝗾𝘂𝗮𝗹𝗶𝗳𝗶𝗰𝗮𝘁𝗶𝗼𝗻𝘀 𝗰𝗼𝘂𝗹𝗱 𝗰𝗮𝘂𝘀𝗲 𝗮𝗻 𝗮𝘂𝘁𝗼-𝗿𝗲𝗷𝗲𝗰𝘁𝗶𝗼𝗻 𝗮𝗻𝗱 𝗲𝗻𝘀𝘂𝗿𝗲 𝗜 𝗰𝗵𝗲𝗰𝗸 𝗺𝘆 𝗲𝗺𝗮𝗶𝗹𝘀 𝗳𝗼𝗿 𝗽𝗼𝘀𝘀𝗶𝗯𝗹𝗲 𝗶𝗻𝘀𝘁𝗿𝘂𝗰𝘁𝗶𝗼𝗻𝘀 𝗳𝗼𝗿 𝗷𝗼𝗯𝘀 𝗜 𝗮𝗽𝗽𝗹𝗶𝗲𝗱 𝘁𝗼.

𝗥𝗲𝗮𝗱𝘆 𝘁𝗼 𝗺𝗮𝗸𝗲 𝘆𝗼𝘂𝗿 𝗪𝗼𝗿𝗸𝗱𝗮𝘆® 𝘀𝗵𝗶𝗻𝗲? 𝗞𝗲𝗲𝗽 𝗿𝗲𝗮𝗱𝗶𝗻𝗴 👇🏾 Happy Monday and Happy June, everyone! 🌞 Are you a Workday® customer? Well, this week, I'm on a mission to make your Workday® shine! Join me for a special series where I'll be sharing fantastic ways to optimize your Workday® Recruiting system. Whether you're a seasoned pro or just getting started, there's something for everyone! Why should you join in? Well, get ready for: 🔹 Pro Tips to make your recruitment process smoother than ever! 🔹 Insider Tricks to get the most out of your Workday® system. 🔹 Fun Facts and some light-hearted content to keep things interesting! Here’s a sneak peek at what’s coming up: 🎯 Day 1: Leveraging Advanced Reporting 🎯 Day 2: Customizing Candidate Workflows 🎯 Day 3: Automating Routine Tasks ... and much more! Let’s make these next coming workdays a week to remember. Because who doesn't want to have a better Workday? Stay tuned for daily updates, and feel free to share your thoughts and questions in the comments. Let's optimize and transform our hiring processes together! Comment "Ready" if this is something you definitely need! (just some legal jargon: I am not affiliated with Workday, Inc., nor does Workday, Inc. sponsor or endorse me or my company, L'oR Consulting Services, its services, or its website.)

🔍 𝗗𝗼𝗲𝘀 𝘆𝗼𝘂𝗿 𝗵𝗶𝗿𝗶𝗻𝗴 𝗽𝗿𝗼𝗰𝗲𝘀𝘀 𝗳𝗮𝗹𝗹 𝗶𝗻𝘁𝗼 𝗮𝗻𝘆 𝗼𝗳 𝘁𝗵𝗲𝘀𝗲 𝗰𝗮𝘁𝗲𝗴𝗼𝗿𝗶𝗲𝘀 𝗱𝗲𝘀𝗰𝗿𝗶𝗯𝗲𝗱 𝗶𝗻 𝘁𝗵𝗲 𝘃𝗶𝗱𝗲𝗼?  As leaders, the last thing we want is a frustrated new hire because of our P.I.T.A (Pain In The Applicant) recruiting process. A frustrated new hire heightens the chance of losing a great talent sooner rather than later. Have you asked yourself and other leaders: 🕰️ Is the length of our recruiting process appropriate for the level we are recruiting for? 📝 Should there be an interview assignment for this level? And if so, how long do we think it takes the average person to prepare for the assignment? ❓ What do we do if the candidate spends the time to complete the assignment and it's just OK (not great, not bad)? 📋 Does our job description require too much for one person? 💰 Is the compensation worthy of the job description? If you haven't, it might be a good time to start. The time is NOW. 85% of people are looking for a new job, and there are a TON of talented people amongst that 85%. You need one (or more) of them. Want to see more of the conversation between Michelle & I? Our conversation is live on her youtube page! Check it out here: https://lnkd.in/e6f_i6pi If you fall into one of the categories, comment "PITA" and I will send you my Recruiting-As-A-Service guide!

🔽🔽We've all been there – trapped in seemingly endless interview processes that leave candidates feeling frustrated and undervalued. 🔽🔽 But why do we, as HR leaders, allow this to happen? It's time to rethink our approach. Every candidate, regardless of level, deserves the same respect and transparency as our C-Suite candidates receive. Let's commit to treating all candidates with the dignity they deserve. Transparency is key. When we communicate the expected duration of the interview process, we empower candidates to plan effectively and transition smoothly. Imagine the impact of a positive candidate experience on our employer brand and talent acquisition efforts! As HR professionals, it's within our power to change the narrative. Let's prioritize transparency and respect in every interaction, starting with the interview process. Who's with me? Let's #RecruitBetter and elevate the candidate experience for all. Want to hear the rest of the conversation with Michelle and I? You can catch the replay of our conversation on her YouTube Channel - https://lnkd.in/eSMB6zKz! #InterviewTips #HiringProcess #TransparencyIsKey 🕒👔

We recognize the vital role you play in shaping organizational success and fostering a culture of growth and development. That's why we're thrilled to invite you to our upcoming office hour session, where we'll tackle the topic of The Top 4 Resume Red Flags. Led by our leader, Bettyna, this session will offer a unique dual perspective: we'll explore how to turn red flags into green flags from both the candidate's and the employer's standpoint. Bettyna will delve into strategies for candidates to enhance their resumes and highlight their strengths, while also providing valuable insights for HR and recruiting leaders on why some resume red flags shouldn't be viewed as barriers to opportunity. By understanding the nuances of candidate profiles and reframing certain resume elements, you'll be better equipped to make informed hiring decisions that align with your organization's goals and values. This session isn't just about addressing problems – it's about fostering a collaborative dialogue that empowers both candidates and employers to succeed. Join us for an engaging discussion where questions are welcomed, and support is freely given. Together, let's challenge conventional wisdom and embrace a holistic approach to talent acquisition and management. Don't miss out on this opportunity to gain fresh perspectives and actionable insights. Register now to secure your spot – it's completely free, and the knowledge you'll gain is invaluable. Register now at https://lnkd.in/eWgsFWzH

How many of these are a part of your recruiting process?