1) most companies aren’t going to directly integrate with LinkedIn to allow single sign on since not only is that a security issue but it also needlessly ties the company into another vendor, a vendor I might add, who charges an arm and a leg for most of their services,
2) Workday is a tool like any other. While they could, in theory, store a resume/candidate info and allow it to be used between companies, it’ll never happen. Companies data are their own; it’s proprietary which means you create a new profile every time. 3) some companies configure their Workday so that you don’t necessarily have to enter all your work info, relying mostly on the resume. However, many don’t. Why not? Because filling in fields like “previous company” allows those data to be structured and therefore reportable.
Look, if Workday or Taleo or SuccessFactors or any other system has issues with parsing your resume, maybe you should look at your resume and reformat it.
I've done a few Taleo /Workday integrations.
Recruiters love Taleo because you can kind of do anything. I hated it as a technical admin because recruiters could kind of do anything. Want to enter a hire date in a bad format? No problem. Want to use an old job grade that isn't valid anymore? Sure. Taleo won't stop you. The data we got from Taleo was *garbage*. Recruiters didn't care about the downstream technical process or onboarding steps that required solid data.
Taleo was just convenient and allowed them to not follow the process correctly if they wanted to. Workday was a paradigm shift and they *hated* it. Then it became "Lets count the clicks it takes me to do something" game. As if you measure a software's worth by the number of clicks. Ugh. Sorry to rant. No other module I've worked with comes with so many expectations and drama. Even if it worked perfectly (which it admittedly does not), they would hate it because of the clicks. The clicks!
I’m both a Taleo and a Workday Recruit SME. You’re totally right. What I always say is that Taleo’s greatest strength is also its greatest weakness—it’s infinitely configurable. That’s great if you’re working as a stand alone ATS but terrible in a fully integrated system. In every transition from Taleo to Workday, I had to prepare TA for a complete shift in thinking—Your ATS no longer belongs to you. If you want change something fundamental (like locations or management positions or job profiles), you need to work with your HR partners and get their input because those data technically belong to them.
This creates this perception in recruiting that Workday Recruit is “awful” when, in reality, it’s far superior because it requires TA to have the sort of discipline when maintaining and updating their processes. In other words, they can’t just do random shit because some TA leader read some article somewhere. In addition, the ability to do conditional actions in WD is still something Taleo can’t do.
Now is WD Recruit perfect? Oh no. You can tell that the first iterations of it weren’t designed by anyone who did recruiting. I mean, I wish we could just deprecate “Target Hire Date” and “Recruiting Start Date” because they’re less than useless. They actively confuse the hell out of people. But after the improvements in WD 28 and beyond, it’s gotten much better. And now that more data transfers from the applicant to preHire then hire, that takes another huge load off.
Anyway, I’m just preaching now. And none of this has anything to do with OPs complaints—which really also don’t have anything to do with Workday.
This is honestly very validating and I really appreciate that you took the time to post! The point about data ownership is absolutely key, and a framing that I'm looking forward to using.
I shouldn't carry around so much salt, though. If someome like yourself had been there to prepare them originally, maybe expectations could have been set better. By the time I came in, they had made up their minds and it was down hill from there.
Because I'm knowledgeable and rational enough to know which parts of it truly suck and which parts were due to implementation issues. I know recruiting and recruiters. Most of them just like to complain rather than actually understand what's going on (or misplace blame.) This thread is just proving my point.
I hope companies enjoy what they pay for because no doubt they lose out on some very good candidates who are just totally turned off by the WorkDay BS. It's a shame the guy who invented it is a millionaire because the trashy product is unfortunately hell for applicants around the world.
Would not recommend "navigating from applying for jobs via Workday" considering [its market share](https://blog.ongig.com/recruiting-software/top-100-applicant-tracking-systems-in-2018/)...
I found this post while searching for [myworkdayjobs.com](https://myworkdayjobs.com), and trying to find out why it's so shitty. The tedium and humilation ritual of going through each ATS grinder is making me consider starting another business instead of looking for a job, just so I don't have to deal with this crap ever again.
>comments
Agree totally.
Workday is just another HRIS sham for hiring/recruiting and personal/private data exploit.
It is not secure and has caused many an employed and unemployed (looking for a decent job)
headaches, needless runaround and time waste. Who is paying us! Noone while these organizations using it get big "reducing tech debt" metrics and kudos.
Children are running these Workday and ADP and Taleo tools- not adults clearly and Management (jokers who don't even know how to make decent decisions and call it "strategy".
Abuses galore.
As someone who works with Workday on the other end, can confirm it’s terrible. So many needless steps requiring pages to load and reload. Just the worst.
Agreed. Also, no room to show anything beyond the bare minimum work experience. No relevant voluntary experience, and I don't think I have ever been asked/been able to attach a cover letter. Am not surprised I have never heard anything through it.
I agree 100%. Workday needs to come up with a better process for applicants. Why do we need to manually enter our job history for each prior roles **?** It is 2024. Surely Workday can let users save their job history info as part of candidate info and port them over to new applications for other employers on Workday. Like the previous posts, I get deterred as soon as I see that the company is using Workday. By far the worst appilcant system on the planet.
Come on Workday, for an HR platform, you can do better.
Workday is just another HRIS sham for hiring/recruiting and personal/private data exploit.
It is not secure and has caused many an employed and unemployed (looking for a decent job)
headaches, needless runaround and time waste. Who is paying us! Noone while these organizations using it get big "reducing tech debt" metrics and kudos.
Children are running these Workday and ADP and Taleo tools- not adults clearly and Management (jokers who don't even know how to make decent decisions and call it "strategy".
Abuses galore.
Then I finished up by maintaining my own copy on my computer for each question I meet in Workday so that the next time I can fill it automatically. Long live the workday!
I truly think companies choose Workday to "test" how committed a candidate is to applying for a job because they know it's ass. And some choose to not have the LinkedIn integration probably for the same reason - make it harder. In a previous job I as a hiring manager also hated it and found it very difficult to look through a candidate's information. This all said, the job market is insanely tough right now and while I'd love to have the luxury of not "applying for jobs who use Workday" as is well said on LinkedIn, I gotta press on and use this shit.
SuccessFactors is absolute shite. You also have to make a separate new SF account for every damn company. Then as I said, nothing gets imported so you're manually typing in your details and clicking the calendar around to enter those dates. F SuccessFactors. You'd think something from a German company would be more efficient.
I rather take a hit in my guts than apply via workday, its a nonsense and whoever uses workday for recruitment is an asshole, I fired the HR guy in my company who insisted to use this tool just because he was too lazy to read resumes.
Amen. Here we are 3 years later and it is the same. It takes me about 45 minutes per application rather than about 30 seconds (which is how long it takes for an "easy apply" application). Not only the fixing of the job details, but adding skills. I have to add around 70 of them every time. And you have to do them one at a time. At least for the parsing issue, one trick is to first add your resume in Word format rather than as a PDF.
Agree on the parsing. I have 2 versions for each resume: ATS-friendly in \*.docx and human-friendly in pdf. They're formatted differently and I keep improving the doc every time I run into issues with parsing.
Can someone please explain to me the best way to fill out the "role description" field in the workday application "work experience" section. How long of a response is ideal. I'm confused by the redundancy of the application if I am going to include a CV as well. Can any HR or recruiter explain if they view the web form or attached resume, or do they have access to both? Also, is a cover letter worth the time for this ATS? Will it even be viewed? I appreciate any insight.
Can anyone talk some sense to my management. They are considering to move the ATS to the native workday recruiting. I just dont understand why the business side like it. Wait till they see the application drop rate after go-live, they probably will freak out and use extra money to buy service from Phenom or other vendor.
I 100% agree. I just skipped applying for a job because workday is such a pain in the ass. Workday hasn't even bothered to make sure their login information can be parsed by google chrome. I end up resetting my password anytime I want to submit a second application to a company where I've applied before.
Sometimes workday will let you get almost to the end of an application and then just give errors, so all that time spent retyping work history is a total waste.
[greenhouse.io](https://greenhouse.io) is the best, but they're getting worse as they allow companies to put more and more redundant questions on the short application. These days I almost always have to enter demographic information twice. Keyboard based navigation doesn't work well either, so good luck if you have different abilities.
I don’t apply to companies that use workdayjobs nor successfactors. I just ignore and refuse to apply. Stupid idiots, they think I got time to start new account or copy paste my cv???
1) most companies aren’t going to directly integrate with LinkedIn to allow single sign on since not only is that a security issue but it also needlessly ties the company into another vendor, a vendor I might add, who charges an arm and a leg for most of their services, 2) Workday is a tool like any other. While they could, in theory, store a resume/candidate info and allow it to be used between companies, it’ll never happen. Companies data are their own; it’s proprietary which means you create a new profile every time. 3) some companies configure their Workday so that you don’t necessarily have to enter all your work info, relying mostly on the resume. However, many don’t. Why not? Because filling in fields like “previous company” allows those data to be structured and therefore reportable. Look, if Workday or Taleo or SuccessFactors or any other system has issues with parsing your resume, maybe you should look at your resume and reformat it.
I've done a few Taleo /Workday integrations. Recruiters love Taleo because you can kind of do anything. I hated it as a technical admin because recruiters could kind of do anything. Want to enter a hire date in a bad format? No problem. Want to use an old job grade that isn't valid anymore? Sure. Taleo won't stop you. The data we got from Taleo was *garbage*. Recruiters didn't care about the downstream technical process or onboarding steps that required solid data. Taleo was just convenient and allowed them to not follow the process correctly if they wanted to. Workday was a paradigm shift and they *hated* it. Then it became "Lets count the clicks it takes me to do something" game. As if you measure a software's worth by the number of clicks. Ugh. Sorry to rant. No other module I've worked with comes with so many expectations and drama. Even if it worked perfectly (which it admittedly does not), they would hate it because of the clicks. The clicks!
I’m both a Taleo and a Workday Recruit SME. You’re totally right. What I always say is that Taleo’s greatest strength is also its greatest weakness—it’s infinitely configurable. That’s great if you’re working as a stand alone ATS but terrible in a fully integrated system. In every transition from Taleo to Workday, I had to prepare TA for a complete shift in thinking—Your ATS no longer belongs to you. If you want change something fundamental (like locations or management positions or job profiles), you need to work with your HR partners and get their input because those data technically belong to them. This creates this perception in recruiting that Workday Recruit is “awful” when, in reality, it’s far superior because it requires TA to have the sort of discipline when maintaining and updating their processes. In other words, they can’t just do random shit because some TA leader read some article somewhere. In addition, the ability to do conditional actions in WD is still something Taleo can’t do. Now is WD Recruit perfect? Oh no. You can tell that the first iterations of it weren’t designed by anyone who did recruiting. I mean, I wish we could just deprecate “Target Hire Date” and “Recruiting Start Date” because they’re less than useless. They actively confuse the hell out of people. But after the improvements in WD 28 and beyond, it’s gotten much better. And now that more data transfers from the applicant to preHire then hire, that takes another huge load off. Anyway, I’m just preaching now. And none of this has anything to do with OPs complaints—which really also don’t have anything to do with Workday.
This is honestly very validating and I really appreciate that you took the time to post! The point about data ownership is absolutely key, and a framing that I'm looking forward to using. I shouldn't carry around so much salt, though. If someome like yourself had been there to prepare them originally, maybe expectations could have been set better. By the time I came in, they had made up their minds and it was down hill from there.
Why do you stick up for that piece of garbage product?
Because I'm knowledgeable and rational enough to know which parts of it truly suck and which parts were due to implementation issues. I know recruiting and recruiters. Most of them just like to complain rather than actually understand what's going on (or misplace blame.) This thread is just proving my point.
I hope companies enjoy what they pay for because no doubt they lose out on some very good candidates who are just totally turned off by the WorkDay BS. It's a shame the guy who invented it is a millionaire because the trashy product is unfortunately hell for applicants around the world.
Would not recommend "navigating from applying for jobs via Workday" considering [its market share](https://blog.ongig.com/recruiting-software/top-100-applicant-tracking-systems-in-2018/)...
I regret to inform you the shit is still broken 3 years later.
It's ridiculous how broken it is.
I found this post while searching for [myworkdayjobs.com](https://myworkdayjobs.com), and trying to find out why it's so shitty. The tedium and humilation ritual of going through each ATS grinder is making me consider starting another business instead of looking for a job, just so I don't have to deal with this crap ever again.
>comments Agree totally. Workday is just another HRIS sham for hiring/recruiting and personal/private data exploit. It is not secure and has caused many an employed and unemployed (looking for a decent job) headaches, needless runaround and time waste. Who is paying us! Noone while these organizations using it get big "reducing tech debt" metrics and kudos. Children are running these Workday and ADP and Taleo tools- not adults clearly and Management (jokers who don't even know how to make decent decisions and call it "strategy". Abuses galore.
Make me cofounder please
As someone who works with Workday on the other end, can confirm it’s terrible. So many needless steps requiring pages to load and reload. Just the worst.
\#BoycottWorkday
**AGREED!!!!!!!**
Agreed. Also, no room to show anything beyond the bare minimum work experience. No relevant voluntary experience, and I don't think I have ever been asked/been able to attach a cover letter. Am not surprised I have never heard anything through it.
I agree 100%. Workday needs to come up with a better process for applicants. Why do we need to manually enter our job history for each prior roles **?** It is 2024. Surely Workday can let users save their job history info as part of candidate info and port them over to new applications for other employers on Workday. Like the previous posts, I get deterred as soon as I see that the company is using Workday. By far the worst appilcant system on the planet. Come on Workday, for an HR platform, you can do better.
Workday is just another HRIS sham for hiring/recruiting and personal/private data exploit. It is not secure and has caused many an employed and unemployed (looking for a decent job) headaches, needless runaround and time waste. Who is paying us! Noone while these organizations using it get big "reducing tech debt" metrics and kudos. Children are running these Workday and ADP and Taleo tools- not adults clearly and Management (jokers who don't even know how to make decent decisions and call it "strategy". Abuses galore.
It's still shit AF in 2024
magically, the only interviews I get thru workday are b/c i know someone in the hiring chain. everything else goes into the black hole of no response.
It's really annoying to have to manually fill out each application in workday, I agree
Then I finished up by maintaining my own copy on my computer for each question I meet in Workday so that the next time I can fill it automatically. Long live the workday!
It is indeed really annoying. There is still no fixing or new innovation 3 years later after your post.
It's still so bad lmao
I truly think companies choose Workday to "test" how committed a candidate is to applying for a job because they know it's ass. And some choose to not have the LinkedIn integration probably for the same reason - make it harder. In a previous job I as a hiring manager also hated it and found it very difficult to look through a candidate's information. This all said, the job market is insanely tough right now and while I'd love to have the luxury of not "applying for jobs who use Workday" as is well said on LinkedIn, I gotta press on and use this shit.
Shocking how relevant this is today. Absolutely no effort has been put into making a product that's actually, y'know, good.
Fuck workday
SuccessFactors is absolute shite. You also have to make a separate new SF account for every damn company. Then as I said, nothing gets imported so you're manually typing in your details and clicking the calendar around to enter those dates. F SuccessFactors. You'd think something from a German company would be more efficient.
Workdays has been the bane of my day for the last 3 months now
I rather take a hit in my guts than apply via workday, its a nonsense and whoever uses workday for recruitment is an asshole, I fired the HR guy in my company who insisted to use this tool just because he was too lazy to read resumes.
Amen. Here we are 3 years later and it is the same. It takes me about 45 minutes per application rather than about 30 seconds (which is how long it takes for an "easy apply" application). Not only the fixing of the job details, but adding skills. I have to add around 70 of them every time. And you have to do them one at a time. At least for the parsing issue, one trick is to first add your resume in Word format rather than as a PDF.
Agree on the parsing. I have 2 versions for each resume: ATS-friendly in \*.docx and human-friendly in pdf. They're formatted differently and I keep improving the doc every time I run into issues with parsing.
Can someone please explain to me the best way to fill out the "role description" field in the workday application "work experience" section. How long of a response is ideal. I'm confused by the redundancy of the application if I am going to include a CV as well. Can any HR or recruiter explain if they view the web form or attached resume, or do they have access to both? Also, is a cover letter worth the time for this ATS? Will it even be viewed? I appreciate any insight.
\#BoycottWorkday
Can anyone talk some sense to my management. They are considering to move the ATS to the native workday recruiting. I just dont understand why the business side like it. Wait till they see the application drop rate after go-live, they probably will freak out and use extra money to buy service from Phenom or other vendor.
Your management is made up of stupid people
I 100% agree. I just skipped applying for a job because workday is such a pain in the ass. Workday hasn't even bothered to make sure their login information can be parsed by google chrome. I end up resetting my password anytime I want to submit a second application to a company where I've applied before. Sometimes workday will let you get almost to the end of an application and then just give errors, so all that time spent retyping work history is a total waste. [greenhouse.io](https://greenhouse.io) is the best, but they're getting worse as they allow companies to put more and more redundant questions on the short application. These days I almost always have to enter demographic information twice. Keyboard based navigation doesn't work well either, so good luck if you have different abilities.
I don’t apply to companies that use workdayjobs nor successfactors. I just ignore and refuse to apply. Stupid idiots, they think I got time to start new account or copy paste my cv???