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The Ultimate Guide to Workday Recruiting

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If you’ve ever wished your Workday Recruiting subscription came with an Ikea-style instruction manual, you’re in the right place. 

We’ve put together everything you need to know to get started with Workday Recruiting and master the software for all your recruitment needs. 

Whether you’re new to Workday Recruiting, you’re struggling with the Workday interface, or you’re not maximizing the range of features on offer, this guide has all the basics you need to get you set up and Workday savvy in no time. 

Here’s our ultimate guide to Workday Recruiting - to help you utilize the platform’s top features and streamline your recruitment processes.

Workday Recruiting overview: the basics

Hiring at scale is key to building a competitive business in 2025. In order to snag the top talent for your teams, you need to build a recruitment process that’s smooth, efficient, and speedy. 

But that’s easier said than done, especially if you don’t have the platform to support high-volume recruitment activities and help you find, nurture, and retain the best talent for your organization.

Fragmented, complex CRM systems can slow down the recruitment process and make you lose out on hiring top talent. Not to mention giving your hiring teams a headache.

Workday Recruiting is Workday’s solution to the challenges facing talent acquisition teams today. Designed to be an integrated, seamless system that allows you to identify, engage, and hire candidates, Workday Recruiting brings talent management, candidate engagement, and more into one place.

What is Workday Recruiting?

Workday Recruiting is Workday’s full-service talent acquisition software, designed to help companies find and hire high-quality talent for their teams. Workday Recruiting assembles all the tools recruiters need into one place, providing an end-to-end solution for hiring top candidates both internally and externally.

And as it’s a Workday solution, Workday Recruiting integrates with the rest of Workday’s software, allowing companies to bring all their talent management workflows onto a single platform and take a streamlined approach to talent acquisition, without bloating their tech stack.

Workday Recruiting lets you manage high volumes of candidates across the globe - by helping to automate manual processes, increase efficiency, and make your talent acquisition process as fast and flexible as possible.

The Workday Talent Acquisition Suite includes a wide range of tools, including:

  • Recruitment
  • HiredScore AI for Recruiting
  • Candidate Engagement
  • Workday Skills Cloud

Its strengths lie in its wide range of tools, all housed in a single platform. No app switching or log-ins needed.

Workday Recruiting struck a chord with global organizations eager to replace outdated applicant tracking systems (ATS) with a collaborative application that responds to the dynamic nature of hiring in today's competitive talent market.

-  Leighanne Levensaler, Senior Vice President of Human Capital Management Products, Workday

Top 6 Workday Recruiting features

1. Customizable recruiter dashboard


Recruiters can personalize their workspace with the Recruiter hub. This makes it easier to stay on top of priority tasks for candidates - and make sure there are no surprises in your work day.

Workday’s easy-to-use, personalized hub lets you customize your workspace to your needs. Add shortcuts to your most-used reports, tasks, and external sites. And use cards to help you organize and prioritize your hiring responsibilities - including generating offers and reviewing assessments.  Plus exchange interview feedback via Microsoft Teams and Slack, and create requisitions on mobile for faster workflows.

2. Job requisition workspace


The Workday Job Requisition hub allows you to stay on top of all job requisitions in one workspace. See where your candidates are in the hiring process and quickly complete open tasks to move candidates through the funnel. 

Get a streamlined view of all open requisitions and seamlessly navigate between them, eliminating the need for searching, sifting, and time-wasting on repetitive admin tasks.

In the Job requisition workspace you can: 

  • Monitor and manage job postings
  • Create new job requisitions
  • Get detailed information on candidates
  • See real-time progress on jobs and which stage candidates are at

The Job Requisition workspace ensures you’re always well-informed and up-to-date on all requisitions. So you can easily manage priority roles and capitalize on the best opportunities for your organization in just a few clicks. 

3. Streamlined candidate pipeline


Workday Recruiting makes it easy to build an end-to-end candidate pipeline within the platform, so you can manage all your hiring processes in one place.

From the Recruiting dashboard, it’s easy to see your candidate pipeline at a glance, allowing you to quickly and easily monitor the health of your pipeline across requisitions. Get a high level overview of your job requisitions - and drill down into the data to take action where needed.

And with timely notifications, you can see high priority tasks and take action to move candidates through the pipeline efficiently - reducing time-to-hire and making sure your organization secures red hot talent for its teams.

4. Candidate engagement suite


Today it’s harder than ever to find and attract high-quality talent. To get ahead of your competitors, you need to have candidate engagement strategies in place to drive candidates through your recruitment pipeline.

The Workday Candidate Engagement hub works seamlessly with Workday Recruiting and the core HCM so all data is automatically shared and workflow streamlined to optimize end-to-end hiring. 

Workday Candidate Engagement includes:

  • Custom landing pages: Attract top talent with beautiful branded landing pages that makes it easier and faster for candidates to apply to open positions. Use the Workday Recruiting drag-and-drop landing page builder to design custom pages that reflect your brand - and engage prospective candidates. Easy to build, preview, and publish customized landing pages in the Candidate Engagement hub.
  • Email and SMS campaigns: Automate your candidate engagement campaigns with targeted emails and SMS - so candidates are kept up-to-date with essential information and hiring developments throughout their journey.
  • Real-time Engagement analytics: Make sure you always have accurate information on your candidate engagement campaigns with real-time analytics - so you can make on-the-spot, informed hiring decisions to boost efficiency.

Create tailored candidate engagement content that resonates with your prospective candidates, accurately reflects your brand, and make it easy for prospects to apply and stay up-to-date for best results.

5. Workday Recruiting reporting and analytics


Measure the effectiveness of your end-to-end hiring programs with built-in analytics and reporting directly in Workday Recruiting. The Workday Recruiting Dashboards give you clear, actionable insights into candidate data to help you consistently improve your candidate sourcing.

Workday Recruiting reporting lets you easily see key hiring data and metrics - so you can make accurate, data-driven decisions and stay up-to-date on all essential information in your organization.

Some top reports available on Workday Recruiting include:

  • Open Job Requisitions
  • Candidate Pipeline
  • Candidate sourcing
  • Referrals Without Job Applications

Reports are also shareable across departments - so you can share essential information with teams and individuals who might not have access to Workday Recruiting, such as HR, managers, and team leads. 

6. Custom SMS notifications


Communicate with candidates in the channels they use the most. Workday messaging allows you to keep candidates in the loop with SMS messages to engage candidates and boost hiring success. 

Send SMS messages to candidates throughout the process to engage them and encourage them to take action. Send ad hoc, time-sensitive messages or automated message campaigns to communicate more effectively with candidates.

Workday empowers recruiters to quickly contact and connect with candidates via SMS and reduce time to action.

Workday messaging includes:

  • Ad hoc mass messages 
  • Invite to apply for positions
  • Notifications of outstanding tasks
  • Reminders of upcoming events e.g. interviews
  • Two-way conversational messaging

Increase open rates by including a phone number that’s local to your candidate’s residence. View messages sent to candidates via an activity stream and see your chat history timeline. 

If you’re worried about spamming, don’t worry. Candidates have the option to opt-in or opt-out of SMS communication and you can customize when to send SMS messages to candidates. The result? Accelerate time-to-action and reduce time-to-hire, allowing you to source top talent faster. 

Top 5 Workday Recruiting benefits

1. Embed recruiting into your HCM system


One of the top Workday Recruiting benefits is its integrated approach to talent acquisition. Unlike your existing legacy systems, Workday Recruiting offers organizations the chance to bring recruiting directly into your existing HCM - so your people management, talent acquisition, employee training, and HR are all under one roof. 

Work seamlessly with recruiting and HCM solutions to streamline workflow and get end-to-end insights to help you make accurate, data-driven hiring decisions - and meet your organization’s talent acquisition needs.

Workday Recruiting looks, feels, and functions unlike anything in the market, because it was built to benefit every person involved in the hiring process. Whether it's an applicant on the bus, a manager at their desk, or an executive in the boardroom, the application enables candidates and hiring teams to take action no matter where they are." 

- Leighanne Levensaler, Vice President of Human Capital Management Products, Workday

2. Manage high-volume hiring


Workday Recruiting is designed for companies looking to recruit and hire at scale. The platform includes a wide range of features to make it easier to manage high volumes of applicants - including bulk actions, automations, and standardization.

Here are some top benefits and features of Workday Recruiting for high-volume recruitment:

  • Bulk actions enable you to manage candidates en masse
  • Get a streamlined view of open requisitions
  • Automated candidate engagement - including emails and SMS
  • Use AI-powered skill-based candidate recommendations
  • Save evergreen job requisitions to reduce manual processes

Mass actions allow you to move forward, decline, and send messages to candidates at scale - minimizing repetitive manual tasks and increasing efficiency. Use Workday Recruiting’s bulk actions to increase efficiency and remove administrative bottlenecks. 

 

3. Tap into internal and external talent


Workday’s integrated system allows you to find the best candidates for open positions - both internally and externally.

Use Workday’s skills-driven tools to identify top talent within your organization and create tailored content to catch the attention of prospects - including customized landing pages for both desktop and mobile. Workday Recruiting is designed to make the process of finding and nurturing the best talent for every role as simple as possible.

Plus with Workday’s AI-powered HiredScore AI, you can get automatic, unbiased recommendations for the top candidates for each role, based on candidate skills analysis making your life easier - and your hiring process more efficient.

4. Make data-driven hiring decisions


Workday Recruiting equips your team with the data it needs to make informed, data-driven hiring decisions to help you find the best people for your organization.

With built-in analytics and reporting, you can get real-time insights into your hiring process - including candidate skills comparisons, diversity highlights, and candidate pipeline metrics.

And use Workday Recruiting analytics to find ways to make your hiring process more efficient too with up-to-date data on your time-to-fill, time-to-hire, top candidate sources, and more - so you can work on improving key metrics and creating the best possible experience for your candidates.

5. Create the workflow you want and need


Take control of the workspace you use everyday by customizing Workday Recruiting to your needs. The platform makes it easy to set up a personalized space so you can create the workflow you want and need. No more searching for documents, reports, and data. It’s all right where you need it.

The Workday Candidate Engagement hub makes it simple to create tailored email campaigns to engage candidates according to their job posting, without the need for admin support.

Workday Recruiting’s AI tool HiredScore AI also provides personalized notifications on top priority tasks to give you timely updates and reminders - so you can take action on the tasks that matter most for better hiring outcomes.

Looking for more help on how to use Workday Recruiting? Here’s our step-by-step Workday Recruiting user guide.

Step-by-step guide to Workday Recruiting

Here’s our essential breakdown of how to use Workday Recruiting - including navigating the app, creating job requisitions, accessing Workday Recruiting metrics, and more.

How to access Workday Recruiting

Access Workday Recruiting from any internet browser or the Workday mobile app. Here are the steps you need to access the Workday Recruiting app via a desktop.

1. Go to the Workday login page

To access the Workday Recruiting app, you need to log in to your Workday account.

  • Visit the Workday login page
  • Enter your Username and Password
  • Complete the Two-Factor Authentication
  • If you forget your Workday password, click the ‘Forgot password’ link to reset your password and regain access to your account.

2. Navigate to the Workday Recruiting app

Once you’re inside Workday, navigate to the Workday Recruiting app.

  • To find Workday Recruiting, click on ‘View All Apps’ on the Workday homepage
  • Under ‘All Apps’, click on the ‘Recruiting’ icon
  • This action will open up Workday Recruiting
  • You can also access Workday Recruiting by clicking on the menu button on the top left corner of your screen, you will be able to see the list of Apps available to you in this section.
  • You may also find Recruiting tasks and content in the ‘Awaiting Your Action’ section on the Workday homepage or by clicking on the box icon in the top right corner of the screen. 

If you don’t currently have access to the Workday Recruiting app, you’ll need to contact your administrator or IT team in your organization to be granted access. It’s possible that you have not been granted permission to access Workday Recruiting.

 
How to access Workday Recruiting in the Workday Recruiting mobile app

If you’re using the Workday mobile app, follow these steps to access the Workday Recruiting hub.

  • Log in to the Workday mobile app
  • Under the ‘Frequently Used’ heading, choose the Recruiting icon or click ‘View All’ to show all apps in Workday. 
  • Tap on the ‘Recruiting’ icon to navigate to the Workday Recruiting app 
  • From there, you’ll be able to see all the ‘Workday Recruiting’ tools

How to navigate within Workday Recruiting

Wherever you are in your workflow, you always have quick access to the Recruiting Hub in the toolbar on the left side of your screen for easy navigation. 

Click to see essential tabs, including:

  • Recruiting
  • Job Requisitions
  • Candidates
  • Dashboard
  • Shortcuts e.g. Create job application

How to use the Job Requisition workspace

The job requisition workspace provides a clear picture of all open job requisitions - including where candidates are in the process and any tasks awaiting action from you.

How to view the Workday Job Requisition workspace

To view the Workday Job Requisition workspace, you have a few navigation options:

  1. Enter the job requisition number in the search bar
  2. Search via the supervisory organization

NB: A supervisory organization groups workers into a management hierarchy. Workers are hired into positions associated with a supervisory organization. 

To search via the supervisory organization:

  • Click the staffing tab to see positions with open job requisitions. 
  • Filter jobs by clicking the ‘effective job requisition column’
  • Search by job keywords (e.g. service center) to see relevant jobs
  • Click on the job you want to access to open up the job requisition workspace. 

Within the job requisition workspace, you’ll be able to see:

  • The recruiting start date
  • The target hire date
  • The primary location
  • The name of the hiring manager
  • The name of the recruiter

If you scroll down the page, you’ll also be able to see two types of candidate data:

  • Candidates by Active Stage: View the ‘Candidates By Active Stage’ section to see percentages on the number of candidates who made it to the next stage and those dropped from consideration. You can also see a ‘candidates action’ button to see additional application data.
  • Candidates by Source: See how candidates found out about the job requisitions in a graph, with different candidate sources represented as different colors.

Within the dashboard, you’ll see a toolbar with different tabs including:

  • Overview
  • Candidates
  • Details
  • Organizations
  • Qualifications 
  • Job Postings

The Candidates Tab

The candidate grid displays all candidate information, including:

  • What stage they are in
  • The application date
  • The candidate’s current title
  • The candidate’s current company
  • The source - or how they learned about the job

From here, select candidates you want to take action on. You can choose to:

  • Move candidates forward
  • Decline candidates 
  • Send a message to a candidate
  • Choose Related Actions to take another action 
    • Related actions include: 
    • Bundle resumes
    • Invite to Apply
    • Move to Another Job Requisition
    • Copy to Another Job Requisition

The ‘Awaiting Me’ column tells you what is pending review - and tasks that require your action for the candidate to move forward. For example, a screening task or reviewing an assessment.

Within the Candidate tab, the content is separated into a number of different tabs:

  • Overview: High level overview of candidate information

  • Contact: Review of candidate contact information

  • Questions: View the answers to internal or external questionnaires on the job application

  • Experience: View the candidate’s experience

  • Resumes: View the candidate’s resume

Compare all candidate information within the same page for easy navigation and zero application or platform switching for a more efficient candidate management process.

The Details tab

The details tab shows the requisition details and hiring requirements for each job. 

In this section, hiring managers can see essential information such as:

  • The number of job openings for a specific requisition
  • If requisitions are filled
  • Hiring requirements
  • Compensation information
  • Overview of the business process history

The Job Postings tab

In the Job Postings tab, you can find, view, and post jobs. See current and historical job postings and use the table to quickly and easily see information on specific jobs.

The table shows several fields, including: 

  • The Job Posting
  • Type e.g. Internal / External
  • Posting Start Date
  • Posting End Date
  • Posting Cost
  • Job Application Template
  • External Posting link
  • Action

By clicking on the ‘Actions’ button in the ‘Action’ column, you can take action on specific job postings in the table.

Some common Actions include:

  • Assign as Primary Posting
  • Update Job Posting
  • View Job Posting Details 

How to enter a Job Requisition in Workday

To enter a job requisition in Workday, follow these steps.

  • Type ‘Create job requisition’ into the Workday Search Bar at the top of the page and select ‘Create job requisition’
  • OR navigate from the Workday homepage by clicking on the ‘Recruiting’ app in the ‘Your Apps’ section or the Menu bar and select ‘Create Job Requisition’. 
  • If you can’t see the ‘Recruiting’ app, you may not have been granted access by your organization. 

To create a Job Requisition

  • When you are in the Create Job Requisition section, you’ll see a number of different fields that need to be completed, including: 

  • Copy Details from Existing Requisition: If you would like to reference an existing job requisition, click the bullet list icon in the box. Search for an existing requisition by keyword or the requisition number.
  • Supervisory Organization: Your supervisory organization will usually default or select a supervisory organization by clicking the bullet list icon.
  • Create New Position or Existing Position: Select ‘Create New Position’ if you’re recruiting for a new role or ‘Select Existing Position’ if you’re recruiting for a replacement position. Search for an existing position by the position number or keyword.
  • Worker Type: Select an option by clicking the down arrow to show a list of options.

    Next up is the Recruiting Details section, including:

  • Number of Openings: Select the number of openings for the position - the number of vacancies to be recruited. You can select up to 99 openings per Job requisition.
  • Reason: Select a reason for recruitment from the options listed.
  • Replacement for: If you selected an existing position number, the ‘Replacement For’ box will automatically generate the name of the previous holder of the position.
  • Recruiting Instruction: Specify how you would like the position to be advertised e.g. Post Internally and Externally. This can be changed later.
  • Recruiting Start Date: Select the Recruiting start date, for example today’s date.
  • Proposed Contract Start Date: Select the date when the role will start.
  • Enter a Contract End Date: If the job requisition is for a fixed-term role, select a contract end date. For continuing roles, leave this field blank.

    You will then be taken to the Job Details section which includes:

  • Job Posting Title: Add an appropriate title of the role, to be displayed to applicants
  • Justification: Write a brief business case for the position, along with any additional details.
  • Job Profile: Select the Job Profile from the list. You can search for an appropriate Job Profile by level or by keyword. You can also add a second job profile under ’Additional Job Profiles’.
  • Job Description: The job description will usually auto-fill with information based on the job profile selected. It can also be added to and edited as needed. 
  • Worker Sub-Type: Pick an appropriate Worker Sub-Type for the job e.g. Fixed Term 
  • Time Type: Select an appropriate time category for the job, e.g. Full time or Part time
  • Primary Location: Enter the location of the job. The ‘Primary Job Posting Location’ will default. You can also add ‘Additional Locations’ in the box below, as required.
  • Scheduled Weekly Hours: Enter the Scheduled Weekly Hours depending on the position type, e.g. Full time or Part time.
  • Additional fields: Depending on your organization and your user permission, the other fields on the Job page may have restricted editing and will be grayed out. This might include:
    • Link to Evergreen Requisition
    • Compensation Details
    • Questionnaires
    • Assessments
  • Attachments: The attachments section allows you to add any files related to the job.
  • Summary: Select the ‘Summary’ tab to review the job requisition. Add any additional information in the Comments section.
  • To finish: Select from Submit, Save for Later, or Cancel.

How to change primary recruiter in Workday

If a job has been posted in Workday and you want to change the primary recruiter, here are the steps you need to take.

  • Locate the job where you want to change the primary recruiter by typing the job requisition number into the search bar.
  • If you don’t know the job requisition number, search for the job by looking up the supervisory organization within the Job Requisition workspace and filtering the results by relevant keywords for the job.
  • Select the job requisition you want to edit, scroll down and hover over ‘Job Change’, then select ‘Edit Job Requisition’, click the pencil icon to edit.
  • Click the bulleted list icon in the ‘Reason’ field, then select ‘Edit Job Requisition’
  • Select a reason for the change - for example ‘Administrative Correction/Adjustment’ - and click next
  • To change the primary recruiter on the ‘Assign role’ section, select ‘Add’, then ‘Assign To Field’ and input the new primary recruiter information.
  • Click ‘Next’ and then ‘Submit’ to save your changes.

Workday Recruiting metrics

Workday Recruiting includes reporting, analytics, and metrics across the full talent lifecycle, allowing you to track key recruiting metrics without leaving the platform. 

Here’s how to view Workday Recruiting metrics and some of the top metrics to track.

How to view Workday Recruiting metrics

To view Workday Recruiting metrics within Workday, follow these steps:

  • Log in to Workday.
  • Either type the name of the specific Report you want to view into the search bar at the top of the screen and click to view the report and metrics.
  • OR navigate to the Workday Recruiting hub by clicking on the ‘Recruiting’ app under ‘Your Apps’.
  • In the Recruiting dashboard, you will see some metrics immediately, including an overview of the candidate pipeline under the ‘My Candidates’ heading with key metrics showing the number of candidates at each stage.
  • You can also click on ‘Dashboard’ to view more reports and metrics
  • Within the ‘Dashboard’ tab, you’ll be able to see a range of reports that provide recruiting metrics. Navigate between the tabs on the top of the screen to view different metrics, including:
    • Recruiting efficiency 
    • Recruiting diversity
    • Staffing
    • Onboarding 
    • Referral management
  • From this section, you can select specific Recruiting reports, such as Time to Fill and Open job requisitions which will show you key recruiting metrics.
  • Use the filters to customize the report, such as by date range, location, and job requisition. You can also hover over the reports to view more details.
  • Click ‘Export’ to export Workday Recruiting reports for sharing with external team members and for analysis. 
  • If there’s a specific report or metric you want to view regularly, click the star icon or create a specific shortcut to add it to your Shortcuts tab for faster access.
  • You can also create Custom Reports to view reports not automatically offered on Workday Recruiting.

Top Workday Recruiting metrics to track

Workday Recruiting tracks a range of metrics within the platform, including:

  • Open Job Requisitions: Total number of open job requisitions

  • Total Candidates: Total number of candidates in the system for a specific job requisition

  • Candidate Pipeline metrics: Number of candidates in each stage (e.g. screening, interview, offer)

  • Time to Approve: Average time to approve job requisitions

  • Time to Fill: Time from job posting to candidate acceptance

  • Time to Hire: Time from first contact to job acceptance

  • Candidate Source: Details on candidate sources (e.g. job boards, referrals, direct applications)

  • Applicant Demographics: Insights into diversity demographics if your organization has diversity metrics allowed (e.g. candidate gender, ethnicity)


7 Workday Recruiting stages

There are 7 general stages in Workday Recruiting, with variations depending on your organization, your process, and any Workday Recruiting integrations.

Here’s a quick breakdown of the Workday Recruiting stages:

  • Review: Candidates have applied for a position and are awaiting review from hiring managers to move them forward or decline their application. When a candidate is declined, Workday can send an automated email to the candidate.
  • Screening: Candidates move through a series of screening stages in Workday, such as ‘Under Consideration’, ‘Recruiter Phone Screen’, and ‘Manager Phone Screen’.
  • Interview: After screening, candidates reach the formal interview stage. This may include multiple interviews with different managers.
  • Reference Check: Shortlisted candidates will have their references checked by the Hiring Manager or someone in the organization. At this stage, Workday can send automated emails to candidates requesting them to submit references via the Workday portal.
  • Offer: When a candidate has been selected, HR will prepare an offer for the successful candidate. HR can create a formal offer letter within Workday at this stage of the hiring process and send it to the Hiring Manager for review. This can then be accepted and submitted to be sent to the candidate to sign electronically.
  • Background Check: HR will initiate a background check of the candidate. The candidate must authorize the background check, usually via email.
  • Ready for Hire: The candidate is ready to be hired and awaiting their start date. At this stage, pre-boarding training can be delivered via Workday using the eduMe integration to increase candidate engagement and decrease no show rates.

Does Workday Recruiting use AI?

Workday Recruiting uses AI to increase efficiency in your recruitment processes. Workday’s HiredScore AI for Recruiting tool gives you extra flexibility, speed, and insights in hiring.

Here are the top features of the Workday Recruiting AI:

  • AI-driven candidate grading: Prioritize the top candidates for every role with fair, unbiased, AI-led candidate sorting to show you the best fit for your needs..
  • Automate talent rediscovery: Use Workday’s Recruiting AI to automatically rediscover highly qualified talent from past applicants, existing talent pools, CRM leads, and your existing employees.
  • AI-powered notifications: Timely, automated notifications push recruiters to complete high-value tasks quickly and on schedule. 
  • Real-time diversity insights: Give recruiters greater visibility to drive inclusive hiring with real-time diversity insights within the flow of work.
  • Bring hiring processes into managers’ workspaces: Streamline the hiring process with Workday Recruiting AI by bringing your workflow into everyday workspaces like MS Teams - to empower hiring managers with a faster, simpler experience to drive results. 

Does Workday support Excel import for recruitment?

If your organization uses Workday Adaptive planning - Workday’s Enterprise Performance Management (EPM) software - you can use the Workday Adaptive Planning OfficeConnect solution to connect existing Microsoft Excel reports to Workday Adaptive Planning. However, Excel import isn’t a standard feature within Workday Recruitment.

Workday Recruiting integrations

As well as the core functionality of Workday Recruiting, the Workday ATS also offers a wide range of integrations to enhance and improve the functionality of the platform. The Workday Recruiting integrations give you the tools to manage the whole talent lifecycle - and build your ideal workforce.

With Workday Recruiting integrations, you can manage all your talent acquisition processes in one place, including: 

  • Attracting top talent
  • Nurturing candidates
  • Automatically screening and assessing applicants
  • Automate candidate engagement
  • Provide pre-boarding training

For example, the eduMe Workday Recruiting integration offers organizations the chance to create, manage, and deliver bite-sized, snackable pre-boarding training content directly within Workday. 

By creating custom training for new hires, you can welcome new employees to your organization and provide them with need-to-know information before they start, as well as setting the tone for your company culture and introducing them to their new team.

Here are some of the benefits of integrating new hire training into Workday:

  • One-time setup to sync new employee data in Workday
  • Share targeted, introductory pre-boarding training to decrease no-show rates
  • Make pre-boarding training more accessible and engaging while using existing communication channels
  • Provide passwordless access to employee training via SMS or email through Workday Recruiting
  • Automatically sync completion data to track onboarding progress in Workday

The eduMe Workday ATS integration helps you engage and retain new hires with a streamlined pre-boarding flow that delivers essential training to employees before their first day - so they’re informed, prepared, and engaged. 

Take a look at the top 10 best Workday ATS integrations here.

Does Workday Recruiting integrate with Greenhouse Recruiting?

Yes, while Greenhouse Recruiting is not an official Workday partner, Workday Recruiting can be integrated with Greenhouse Recruiting using HRIS Link. Your organization can choose to import positions only or import job requisitions and positions from Workday Recruiting into Greenhouse Recruiting.

Workday Recruiting pricing and costs

Workday Recruiting pricing varies depending on use case, including the size of your workforce and the range of features and add-ons you’re looking for. 

Here’s the Workday Recruiting pricing, according to one source: 

For small businesses with 1-100 users, pricing starts around $100 per user per month. For larger enterprises with over 1,000 users, the cost can go down to around $50 per user per month. Implementation costs for Workday Recruiting are estimated to be moderate, ranging from $10,000 to $50,000, depending on the complexity of the organization's needs.

Contact Workday to request a custom quote for Workday and Workday’s suite of recruiting products.

Who uses Workday Recruiting: 3 top use cases

Take a look at these top use cases for Workday Recruiting to get a clearer idea of what Workday Recruiting can do - and how to take advantage of it for your organization.

1. City and County of Denver

The challenge

Faced with a fast-growing workforce, The City and Country of Denver (CCD) needed an agile solution to managing its expanding teams across 43 different agencies in the US. The organization’s 15-year-old legacy technology systems spread across 22 servers, 34 databases, and siloed applications were not cut out to cope with the organization’s rapid growth - and the CCD was struggling to meet its increasing recruitment and hiring demands.

The solution

Accenture worked with CCD’s executive leadership to come up with a plan to modernize their recruiting systems. The plan was that anything that could be standardized and done within Workday would be migrated from their existing systems into Workday. The CCD integrated their Human Capital Management (HCM), Payroll, Financials, and Recruitment all into Workday, bringing countless processes all under one roof.

When we migrated to Workday, we eliminated over 75% of the paper we were processing. Workday provided an enormous benefit for us.

- Executive Director of the Office of Human Resources

In Workday, CCD departments can now generate reports instantly and recruiters can see the diversity of candidate pools in just a few clicks. By scrapping CCD’s legacy systems and integrating the vast majority of HCM and Recruitment activities into Workday, the CCD was able to eliminate 75% of manual paper processes and automate over 6,600 HR processes. 

The time-to-hire was also dramatically reduced - it now takes on 45-50 days on average to fill positions, down from 90 days.

Quick stats:

  • 44% less time-to-hire
  • 55,000 applicants processed through Workday Recruiting
  • 85 candidates hired in less than 5 days
  • 75% of paper processes eliminated
  • 6,600+ HR processes automated

We derived a lot of benefits from our Workday implementation. One of the biggest ones was that we now have predictable operating costs, versus the historical, expensive, unpredictable capital expenditures…

- Chris Binnicker, Former Deputy CIO – CCD 

2. John Muir Health

The challenge

With more than 5,000 employees spread across 3 hospitals in the US, not-for-profit healthcare organization John Muir Health needed to modernize their business operations - across HR, Recruitment, Finance, and Supply Chain. They were looking for a long-term solution to improve efficiency, flexibility, and standardization across the organization, as well as the chance to automate manual processes.

The solution

John Muir Health chose Workday as the platform to integrate all their applications into one streamlined system. They built on their current Workday HCM application, adding Workday Financials, followed by Workday Recruiting and Onboarding modules. This allowed John Muir Health to effectively standardize reporting and metrics and automate repetitive processes to reduce manual intervention.

The result? John Muir Health significantly increased time savings with the implementation of an integrated recruiting system, minimizing the time needed to post job requisitions and process new hires. The organization also improved the efficiency of managing headcount, positions and vacancies by eliminating manual processes. 

By integrating position management with talent acquisition, they were able to create a streamlined approach to recruitment - and with Workday’s mobile-first solutions, they were also able to dramatically improve efficiency for job requisitions. 

Being one of the first healthcare providers to undergo a transformational approach to reimagining their technology infrastructure, John Muir Health markedly improved their own business and also sparked innovation and change within their industry.

-William Perry, Principal, PwC

3. McCoy's

The challenge

With 86 stores, 2 distribution centers, and a workforce of over 3,500 employees dispersed across 3 states, US retailer McCoy’s Building Supply needed an integrated solution to employee training and development to ensure they were meeting essential legal safety and compliance requirements. 

McCoy’s existing training system wasn’t meeting their needs - delivering compliance training in-person, using paper printouts, and tracking completion manually meant tracking training completion and tracing historical training records for legal purposes was extremely challenging. On top of that McCoy’s struggled to engage new hires, leading to high no-show rates and poor employee engagement.

The solution

McCoy’s leveraged their existing Workday system to deliver and track frontline employee training directly in Workday, allowing them to maintain up-to-date training records and meet legal safety and compliance training standards. 

With the eduMe Workday ATS integration, McCoy’s was able to improve and optimize the candidate experience, minimize hiring funnel drop off and drop out, and better ensure first day readiness. 

McCoy’s utilized the eduMe integration within Workday Recruiting to deliver pre-boarding and onboarding training to new hires, utilizing data from Workday Recruiting to provide mobile-first training to employees and help reduce no-show rates and optimize the increase candidateemployee experience from their very first brand touchpoint. buy-in before their first day. 

Quick stats:

  • 95% training completion rates
  • 94% learner satisfaction
  • 3x higher completion rates than industry benchmarks

We use Workday for pretty much everything. Everybody's using the Workday app on their phones at the stores to clock in and out. With eduMe it’s really been easy for the stores to just click on the link, do the course, and then we have recorded learning back in Workday.

-Jason Trail, Training and Development Manager, McCoy’s Building Supply

Read the full McCoy’s Building Supply case study here.

Workday Recruiting demo

Looking for a full demo of Workday Recruiting? Find an official Workday Recruiting demo on Workday.com.

Get an inside look at:

  • How Workday Recruiting works
  • Top features and tools
  • How to build an integrated talent acquisition tech stack

Or to learn more about the eduMe Workday Recruiting integration, request a demo here.

Level up your Workday Recruiting skills

Workday Recruiting is designed to help organizations streamline their recruitment activities to make hiring at scale a breeze. Get one system to manage all talent acquisition programs and take a strategic and integrated approach to hiring in 2025 and beyond. 

In this guide, we’ve outlined how to use Workday Recruiting for your recruitment processes - including top features, integrations, and how to utilize the platform to get maximum return-on-investment.

The eduMe Workday Recruiting integration is built to tailor your pre-boarding process to new hires, giving you the chance to welcome new employees and engage candidates with custom pre-boarding training. Reduce no show rates and boost engagement and retention with targeted employee training to help your new hires hit the ground running - and feel part of the family. 

To find out how to integrate eduMe with Workday Recruiting and start engaging your new hires asap, book a free demo.

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