Jason Drewery MBA’s Post

Jason Drewery MBA I have recently applied for three roles where Candidate Home Account account setup was required. There's quite a lot of forms to fill and Workday resume importer did strange things to my work history. I submitted my first application malformed as I didn't expect this anomaly and I couldn't post corrections once submitted. For the two other ones I just created it manually. Lengthy exercise and not one I would like to keep repeating. Also I can use my browser to remember my login details to one of these landing pages. The other two compete, even though the subdomain is different on them. That means I now have to use a separate password manager to check the progress. None of Workday forms correctly asks for the UK county because the drop-down lists councils instead. Some of the input fields ask very open-ended questions but are a one-line, short maximum length text fields. This one is most likely setup by companies though? The one scenario I can imagine the Candidate Home Account is useful is when it is likely for a candidate to apply for a different job at the same company. I presume it won't ask me all this information again?

Think about it from the candidates perspective, they just want to apply for a job. Why force them to create an account?

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Hi Jason Drewery MBA We have it as optional at the end of the application process, to make the process of applying as easy as possible. We then have a notification that delivers to the candidate requesting that they now create a candidate account once they enter the offer stage - this also includes the relevant URL to create account related to their application. I think this approach is reasonably common in other companies I have worked for, no account on application and then require it when you need it. However, recently I have started to notice in a more GDPR compliant world, that the account is really useful for candidates who would like to withdraw and request that their information is purged, this seems to be happening more frequently than 10 years ago. This is really easy to if the candidate account had been setup and we have a purge process in the background that handles this. But if the candidate didn’t set up the account this causes a more awkward workaround where the candidate has to try and email someone, and then someone has to manually purge them (typicallly the HRIS function due to the security involved in the purge process)

Following as interested - also I think (sorry to add in another ask Jason :)) that having a required candidate home helps with duplicates and also the acceptance of offer based on already having a home account. BTW - I'm on the fence here but we currently don't opt for a mandatory candidate home.

Considerations: - Size of the organisation and process maturity - Capability and training of the recruitment team (i.e. the Workday ATS is configured) - Education and training of the hiring team Pros and Cons really.. Pro - singular storage of information and can see application status and previous applications - you are filling your information at the start instead of at the end of a successful process - compliance and secure data protection Cons - the main one I've heard from candidates and recruiters, where this option account creation is turned on : is having to create an account for each company which utilises Workday, this has now actively turned people off applying to companies using Workday knowing they have to create an account each time... when this might not even be true - unless your nailed the recruitment stage and status : it can sometimes be misleading <> candidates check the status.. sees they are interview stage > gets rejection email (a lot can happen in between and depends on the business maturity with the processes unfortunately > not necessarily a Workday issue at all)

I'm starting to not bother with applications that need to me to sign up and make an account as that often then means I've to input ALL the information that's on my CV into the platform just for it to go through ATS screenings. As a designer I have spent a lot of time and energy into crafting my CV to show I can use the software.

Jason Drewery MBA I apologise for ranting excessively on your post. I took you for someone at Workday asking for candidate experience feedback. As you can see the experience wears some people out. I feel better now. Thank you

If there's someone from Workday reading my rant, I think Candidate Home Account process can be improved: 1. The CV ingestion can fail. manual entry is laborious. Did you consider: - improve your ingestion - inform candidates what specific visual formatting will upset your process - inform candidates that their formatting already, potentially, confused your ingestion (detected tables, tabular format simulated with tabs, diacritical signs, graphics, etc.)  - allow for alterations after submission (trigger notification to the company showing a difference of what has changed) 2. repeatedly filling the same forms just because every company using workday has its own "vision" of me, setup from scratch. I presume you considered already giving candidates an extra option to: - share one workday profile with just the facts about the candidate (dates, company names, educational establishments, etc) - use the aforementioned shared profile as a start point for a new profile - submitting only cover letter to the company (if required at all) 3. asking for it so early in the process as it just leaves a ton of my details accessible by unknown number of individuals. If this happened once offer was accepted that would be OK. Just my tuppence.