Name: Workday Talent Acquisition: Automating & Optimizing with Embedded AI
Uploaded: 2025-10-09T18:46:08.559Z
Duration: 58 min 12 s
Description: Workday Talent Acquisition: Automating & Optimizing with Embedded AI

Transcript for "Workday Talent Acquisition: Automating & Optimizing with Embedded AI": Abby, you can hear me. Right? Good afternoon, everyone. I'm just gonna get a confirmation if that's okay, if everyone can hear me. Just give me one second. Sorry about the technical difficulties this afternoon. Just bear with us. I'm just gonna confirm. Abby, can you hear me? Okay. Perfect. I'll start the webinar. Okay. Welcome, everyone. Thank you for taking the time out of your day today. And on behalf of myself and my team online with me, I wanna thank you for committing and taking the time to learn more about Workday's recruiting solution. My name is Vandana, and I'm joined by, some of my workmates here today, Shanti and Abby, who will be helping us answering any of your questions. So before we begin, a few housekeeping items. This is our product statement. Just letting you know, we're gonna be walking you through a live demonstration of Workday recruiting solution that's currently used by more than 11,000 Workday customers. So you, please make your purchasing decisions based on what's currently available. Alright. So the session is being recorded and will be available on demand. And after the webinar has concluded, you can click the join webinar button in your confirmation email or your reminder email to watch this on demand at your convenience. Now please note that the lines have been muted, but we encourage that you ask your questions through the q and a panel at the bottom of your screen. We've got a great team with us to help answer the q and a, and we'll do our best to answer those throughout the session as well. We'll take some logical breaks as we go through the session today. What can you expect to see? We will walk you through a live demonstration of Workday's recruiting, the core recruiting solution. And, this is going to and before that, I will introduce you to our talent acquisition suite offering. Now these, Workday live sessions are available across an across a number of our different, solutions. And today's recruiting demonstration is primarily targeted to a couple of different audiences or groups of customers. First, we've got some customers who don't necessarily own recruiting and want to learn more about expanding their footprint with Workday, with Workday recruiting. So, and also the other group who may own the solution, but they are looking to learn more about what they own or how they might, use Workday recruiting. So, before we jump in, I wanted to quickly provide a little bit of background on what we're seeing today in the market. Now there really is a shift in the hiring market today, and this has created a unique set of challenges for talent acquisition teams and all the teams involved in recruiting. Recruiters are managing significant candidate volumes. Right? And it's really challenging for them to balance the quality of hire with speed. And in a market where finding right talent is a focus, implementing skills based hiring strategies is giving many organizations the competitive edge that they need when it comes to identifying that top talent, but also removing those barriers to those lucrative job opportunities. Now as a result, internal mobility strategy built on skills foundation are also vital to the organization to growth and success of the organization, and this really makes your recruiting team one of the first lines of defense when it comes to connecting internal candidates to growth opportunities ensuring that you're retaining that top talent. And finally, we know that competition for qualified talent requires your organizations to continue to focus on keeping candidates engaged throughout the process. And at the time, talent acquisition and and at the same time, talent acquisition teams need to find ways to balance technology innovations, like AI to deliver even more efficiencies and automation throughout the recruiting process. So we believe that, to find that right balance and to rise up to all of these challenges, your teams need a more integrated approach to talent acquisition. And in many ways, this is a perfect storm or the prime opportunity. Right? Depending on what you wanna do moving forward, there's a lot of bottle that employee energy and knowledge and experience that will be a great asset to for some organization. So here at Workday, we believe what sets Workday apart in our integrated approach is our integrated approach to talent acquisition. With candidate engagement as your, candidate, relationship management solution, it allows you to engage and attract skilled talent. And then recruiting allows you to infuse skills based hiring practices into your process. And then talent optimization is, enabling you to continually upscale your existing workforce, empower them to discover new roles and opportunities to grow their careers, within the organization. And the preboarding, onboarding experience seamlessly transitions candidates into employees as not as soon as they're hired or accept the offer. And with your core talent acquisition solutions together on a singular platform that's powered by skills and AI, you get deeply connected. You're deeply connected to our core applications. So recruiting is in that singular solution where you have your HCM, your compensation, your planning, your reporting and analytics. Right? So your talent acquisition teams will be able to build a holistic talent strategy that enables you to attract, engage, hire, and retain your most important asset, which is your people. Moving on, today, we are going to be focusing on that top right quadrant, which is your ATS, your core recruiting Workday recruiting solution. But do know that we Workday does offer a comprehensive talent acquisition suite, which includes the CRM solution, your recruiting marketing toolset, as well as a two way conversational Workday messaging solution that enables you to go beyond email communications and start to, communicate with your candidates, to in a two way, conversational messaging through SMS. And finally, you may have heard of hard score, which is essentially our AI layer on top of the core recruiting solution that enables you to now embed AI to support with screening efficiencies, candidate rediscovery. Right? Tapping on that gold mine of candidates who live in your current candidate database, that's what the recruiting agent is going to enable you to do. But today, we're gonna focus on core recruiting. So it is going to be a persona based demonstration, and we're gonna walk through, talent acquisition manager experience, creating a job rep, looking at reporting and analytics, and looking at the workflow, And then jump into an employee as a candidate experience. We'll focus on the external candidate experience today, see what that looks like, and then jump into senior recruiter or recruiter experience where you can see what that candidate management looks like, where do we provide efficiencies for screening and going through that entire end to end process of, rec, recruiting. Also, take a peek at what that hiring manager experience looks like from interview feedback and being able to review candidates. So it is a team sport, so it does offer you that, comprehensive, functionality for all those stakeholders who pay a role within the recruiting process. Alright. Let's jump into the product demonstration. And, again, I do wanna thank, the thank everyone who's joining the webinar today. Thanks for your patience with the challenges we've had with the technology. So jumping in, we're going to, first kickoff with looking at some analytics. So let's take a look at our recruiting dashboard as a talent acquisition manager. Now this is a delivered dashboard. Of course, it is configurable, and this is a one stop shop for anyone who wants to understand, some of the the performance metrics related to your talent acquisition and the and talent acquisition strategy to inform that strategy, reiterate, make make changes as you go. So here is your, out of the possible recruiting dashboard, if you will, where you can understand what does that head count to open positions look like? Where do you have the job requisitions from a location perspective? Slicing and dicing this information by different dimensions, maybe by location, maybe by departments. Right? You could be able to you are able to look at these different stats with different dimensions as as as you need. Performance by hiring source, though. So cross functional reporting, looking at where are you getting your top talent from, what are those sources where you need to invest more dollars or focus on. So source effectiveness is another such report that can help you determine where do you wanna invest dollars in terms of posting your jobs, whether it's certain job boards or social media platforms, where are you getting your candidates from? Also looking at we know, internal mobility or, that is your new recruitment. Right? Retention is your new recruitment. So understanding what does that external versus internal growth percentages look like and being able to adjust your strategy based on that, perhaps promote some referral policies. So there's a lot of great stats and metrics that can be built out within Workday. Some of this is delivered out of the box. Some of these can be based on what your requirements are. But here's an example of what that are possible from a recruiting metrics, could look like. Now one of the first things that we're gonna take a look at is the, task of creating a job requisition. So I'm able to, create a job requisition as an a talent acquisition partner, or it could also be initiated by a hiring manager. Right? So it it is all really controlled by the security permissions that you have set up within your organization within the within your system. In this case, we're just going to quickly, start off creating a job requisition by copying an existing requisition. Let's say I'm looking at creating a technical operations role today within our global support center. As you go through this, task, this transaction of creating a job rec, you are able to embed the position management, aspects into this transaction, essentially taking, making a decision whether it's are you creating a new position or is it for an existing position. Right? So this is where that position management comes into play. If you did create a new position, it will go to that specific workflow associated with creating a new position. Or if it's existing position, you can identify who you would be replacing in this instance. So let's say we pick Scott Wilkinson as our replacement, the employee we're replacing. And as we go through this experience, this transaction of creating a job rec, it is configurable. And as you can see on the screen here, there is some embedded analytics that you can surface as part of this business process. This is a business process, so you get to determine what those steps need to be as part of your workflow. And as part of this business process, you can also determine what type of analytics reports is going to help the user who is creating this job requisition. So in this instance, workers who are interested in this job. So even before I post this rack, I know exactly who within the organization has put their hands up, letting us know that they're interested, looking at other job openings in the organization, perhaps similar ones, perhaps in the same department. Right? So these are embedded analytics that can help you at the point where you're making the decision. So that truly enables that data driven decision making process. Now I'm not going to go through the entire process of creating a job rep, but I do wanna call out. There are multiple tabs here that you're looking at. A lot of this information within these tabs are defaulted from your job profiles, from your position information, as well as if you are replacing, for an existing employee, it can also default information from that incumbent. So here, I'm looking at my job. You can see there's job description already prepopulated for me. Obviously, you have the ability to go ahead and edit any of these details that has been defaulted. So it becomes a lot easier for you to create a job requisition because a lot of the information is streamlined and standardized by you creating those job profiles and those position information. There is generative AI built into the process of creating job descriptions and you can see it's right here embedded within this task, which means that it saves a ton of time for your talent acquisition teams or even for your hiring managers who may be creating job regs. So they have a starting point to, to, when they're creating job descriptions. It doesn't have to be from scratch looking at Internet. It's all going to make the process a lot more simplified, a lot more easier and quicker as they go through the process of creating a job rec. One more thing I'm gonna call out as we go through job requisition creation process is the skills cloud. Right? Skills cloud is weaved into the fabric of Workday HCM, which means that there is skills within recruiting as well. And in this case, the skills cloud is going to look at your job description, your job title, and go ahead and infer skills based on that. It can populate those suggested skills based on that inference, and you get to select what skills may be required or maybe optional. Right? So you do have the ability to identify the required versus optional skills. And what happens with this information is when someone does apply for this job rec, the system is then able to compare the skills you identified as required or optional and the skills that the system is able to infer from the candidate's application on the resume and provide a skills match score that can then further be used from a screening perspective to really narrow down and shortlist candidates. So we're not gonna walk through the entire process of job requisition creation, but this is a lot less than even three minutes to create a job req because, again, speaks to that the connection with your core HCM where you have your job profiles and your job architecture. It defaults a lot of information in there. Alright. So once the job is created, you have the ability to go ahead and identify what that application process would look like, how simple that process needs to be or complicated depending on the type of information you wanna collect from your candidates. Alright. I'm going to switch now to look at the candidate experience, so bear with me. Here is your external career site. So I'm gonna go into this is, what they hosted external career site that can be branded based on your requirements. These are your colors, your logos, your brand, your banners that you can bring in, and this is also a configurable experience. Now as soon as your candidates access your career site, of course, like any other career site, they can see all the different job openings here. Use those filters to narrow down their search results, as well as there is this side panel that gives you that additional real estate to bring in any employee value proposition type of content. So why is your organization's a great place to work? So maybe embed videos to showcase your culture. And let your candidates know a little bit about the organization. So this really creates that first impression for your candidates when they come to your career site. Now from an application experience perspective, that is configurable. Like I said, you can create multiple job application templates and select, at a job requisition level what that experience needs to be. Some jobs may just need name and contact information and perhaps a resume. Others, you may need some screening questions or some additional information that you may wanna capture as part of the experience. Now you are able to go ahead, and enable your candidates to apply using their LinkedIn profile. They can go ahead and upload a resume, and the system can parse out the resume. There is also a new feature that we just recently, released. It's, the social sign in, functionality. So they are able to use either their Google credentials or their Apple credentials to create an account before applying to a job. So whether or not you require your candidates to create an account is configurable. That's something that you can decide on. We do recommend that you highly, we highly recommend that you enable your candidates to create account when they're applying for a job so they are able to go ahead and then look at their application status as an example. So if a candidate does create an account, this is what they, are able to view on their candidate home account, which is essentially any tasks that may be, pending for them to complete. In this case, you're seeing a a variety of tasks here. Essentially, Someone if you are going to offer someone, they would be able to see their offer letter via this, candidate home account experience. They can provide references. They can also receive tasks to self schedule for maybe a prescreening or an interview, that you may have, enabled. They can also go ahead and look at what that application status is, status is for the various applications that they may have submitted. So it's no longer a black hole. Right? Candidates know what is going on with their applications and what the current status is. Also, there is AI built in here which can essentially look at the candidate's application history and the open job opportunities and suggest jobs that may be of interest to the candidate. Right? So it really helps the candidate to be proactive is, to look at other job openings that they may be interested in and quickly apply for those roles. Now, obviously, candidates have the ability to set up job alerts like you see on the top right hand side here, as well as be able to manage their own credentials, be able to change the email as an example. Alright. So that's the, overview of external candidate experience. What I'm going to show you next is the recruiting, experience. So what does that candidate management look like from a recruiter's perspective? So let's jump in. I'm logged in as Carmen Cortez. You may have seen Carmen in previous demonstration if you've looked at recruiting demonstrations. Carmen is a recruiter within the solution. And as part of her role, she spends a lot of time in the solution. So we want to make this experience easy, intuitive, and eliminate multiple clicks for Carmen so she can be really productive and efficient as she goes through her day managing those different job requisitions. So all recruiting team your recruiters can get access to this recruiting hub or recruiting panel, which is essentially that one stop shop for them. So within this recruiting hub, this is the landing page, if you will, or the main hub page where you can identify or your recruiters can see what that pipeline looks like across different stages within the recruiting process for all of the different job reps that they are managing. These are not just static numbers. Right? If I click into this 138, you can go directly into that 138 candidates who are at the review stage and start to take a look at the candidates directly. Let's go back here. There's also the ability to help your recruiters organize themselves by creating these cards which can help them prioritize. So when I start my day as a recruiter, do I wanna start off with screening candidates, or do I wanna first look at offer task? Right? So these cards help them organize themselves based on how they like to work. Everyone has their own style, so this is enabling them to really make the system work for them. So here we can see the remove and move options, so really helping them to organize themselves. As I go through this panel, you'll see there's different tabs here. Of course, there is the job requisition workbench, which essentially takes you to all the different job reqs that you are working on as a recruiter. You obviously have some filters that you can use to really short, focus on those requisitions that you plan to work on today. It could be by status. It could be by type of rep. Of course, we support both standard and evergreen requisitions. But I can also go ahead and filter by hiring manager. If I'm covering for another recruiter and I wanna prioritize that today, I also can do that. Or just go ahead and filter by location, perhaps. So there's multiple efficiency tools built into this experience. Your recruiters don't have to do multiple clicks to get to and get to a a specific job record or an application or a candidate. But also, as as you can see on the left hand side, there is this candidate workbench, if you will, which is essentially all the candidates across the requisitions, and there is analytics available to your recruiters. This really empowers them to understand, okay, what are my open job reqs? But also, is there any new applications that I have to review today? What does that number look like by location? Is there something that I need to prioritize my, who are the candidates in progress, or how much time are my candidates spending for every single stage within the recruiting process? So, looking at this, they're perhaps able to identify bottlenecks in terms of are they spending a lot of time in the interview stage or the reference check check stage? Is there any process efficiencies we can create around those different stages so it doesn't take as long? So really helping them understand where they can go ahead and make some changes to either the process or maybe coach the hiring managers in terms of creating some efficiencies or speeding up the interview process if you will. Alright. So let's take a look at a specific job rep today and see what that candidate management looks like. So I'm gonna open this requisition in a detailed view essentially allowing me to look at perhaps the stats related to the specific recs. So looking at that funnel view of all the candidates in different stages. And not just that, but I can also see what is that drop off and conversion look like at every single stage. Right? We spoke about removing bottlenecks. This is another way to view that information and understand. Are we losing a lot of candidates at the assessment stage? Maybe there is a there was a issue with the assessments that were have having the candidates complete. Right? So understanding that funnel and the drop offs and conversion and looking at the sources. I posted my job on LinkedIn and I'm not getting enough candidates. Where else can I post? Where am I getting my candidates from? What are those different sources? Do I have to focus on a specific source? Because I have a really good effective, volume of candidates coming through a specific source. We're really allowing them to understand and adjust their strategy. Now looking at your candidates for this specific job rec, I can see all the candidates across different stages. I can move these candidates in, in bulk, so I can move all of them forward, disposition them. The different stages that your, recruiters can move the candidates to. This is not a linear process. This is dynamic. So if they wanted to move someone from review to, interview stage directly, it is absolutely possible. This is a business process. Right? And you are able to configure that. In this example, I'm not gonna do a bulk move, but just showing you the type of functionality available within this experience. So, if I were to, let's say, select Morgan here, if I wanted to send Morgan a message, we spoke about SMS. Right? So you are able to send SMS or emails or mobile push notifications to your candidates via this experience. You can create those templated messages based on what the what the topic or the context is. But there's other actions that I could take. Maybe I wanna forward bundle up resumes and send it to a hiring manager, or maybe I wanna add specific candidate to another pool so I can keep tabs on that candidate. Maybe they are a good fit for another requisition. If it's a prospect or a candidate that you have added and you want to invite them to apply, that's possible. So there's different actions you can take from this from this screen. I'm gonna focus on, interview scheduling. I'll just talk about this for a few seconds. Within Workday, you have the ability to schedule interviews using the native functionality. Right? So be it panel interviews, individual interviews, hybrid, in person, virtual, you can create or set up any of those interviews right within Workday. Now the functionality I'm about to show you leverages an integration between your Microsoft Outlook and Workday, which, the the integration what what that does is essentially looks at the availability of all your interviewers that you've lined up and brings you back the availability. So it's not thirty minutes with a million, then the candidate needs to wait for two hours before they meet with Susan. Right? That's not a great experience for the candidate. So the AI is going to look at the slots, the availability for all your interviewers, and bring back some recommended time slots. That is not only, a good experience for the candidate, but works for your interviewers too. So in this case, you can see I've already identified the interview interviewers and the type of interviews. You can absolutely go ahead and create questionnaires to support your interviewers so they all ask, specific standard questions, maybe, depending on the type of interview that they're going to walk the candidate through. Let's say I wanted to set up the interview or schedule the interview for today. I can identify again. If I wanted to change the interviewers, I can absolutely change that up. With your Microsoft Outlook integration as an example, you are able to bring in location or room information as well. You can also integrate this with a conferencing tool that you may be using. So you can see here include web conferencing link. It's pretty agnostic in terms of which conferencing, thing, tool you use today. There's other settings you can, identify here, like, your enter, start and end times and specific days of the week and the order of the interviewers and and so on. Well, let's say I'm okay with what's here today, and let's just go ahead and set up and schedule that interview. Right? I I spoke about AI recommending times for me, so this is what the AI is doing. It's looking at the availability of all the interviewers. And, now this is just a demonstration tenant, so please bear with me because not all of the users here have that Outlook integration. But it's going to recommend times for me, and bring back some, some time slots that I can use to then set up the interview. It's just essentially telling me it's not able to bring back because there is no real integration set up within our sales tenant. But once I am happy, with the recommended times that the AI brings back, I could go ahead and create that, schedule that interview, send notifications to my interviewers, including maybe, candidate profile and the schedule and additional documentation, maybe interview guides if you wanted to, and then submit this. This is a business process again. So if there is other notifications you wanna send out to other stakeholders, this is also this also can, you can also set up a notification for your candidates. But, essentially, this is how that interview scheduling works within Workday. This is a native functionality that I just walked you through. Now once you have the interviews, of course, you are able to go ahead and set up the candidate for, reference checks as an example or background checks. We do have integration with multiple background check providers, and I'll share the list as we go through the demonstration today. But, even before back checks, let's talk about offer. Right? So within the offer process, once the candidate is moved to the offer process, obviously, you are able to go ahead and initiate the offer process by, making sure you have all the information that's required to generate that offer letter. So here's an example of that offer letter, template, if you will, which is going to essentially capture the higher date. So a lot of the information is already prepopulated like you can see. It's pulling from your job rec, that you related to the specific, rec compensation information. If there's if there's a default compensation, that was identified. So all of the guidelines related to the compensation associated with the position. If there is any one time payments you need to trigger. So the beauty of having Workday recruiting is it isn't the same solution where you have your core ATM, but it also has Workday payable. The native bill is built into the same solution. So if some if someone was to receive a signed signing bonus or, a referral bonus that needs to be triggered. Right? You can incorporate those types of functionalities, capture that type of information within this process. So nobody needs to now have reminders or post it notes to remind them, okay. I need to go ahead and make sure that payroll goes ahead and, pays them the signing bonus or the referral bonuses for whoever referred this specific candidate. Right? So it's all taken care of by the system driven by the effective date that you're looking at, and does it's a it's a seamless process because all of these solutions, these different functional areas are part of a singular solution. There is no back end integrations. There is no batch processing. It's all the data flows without intervention from recruiting to onboarding to employee, employees, to a core HCM profile and all the way to payroll. Alright. We're not gonna go through the entire offer process. I do wanna call out that once you do have the offer, Offer letter templates can be created, and you can absolutely control the number of templates you have because those offer letter templates can have conditional clauses. You can lock your, text blocks within the offer letters and so on. So I've gone through a little bit of candidate management today, but I did, wanna call out some of the other functionality within the candidate management experience. Let me just go back here, to my candidate list. One thing that I always wanna make sure my my customers see is this candidate grid that you're looking at, this is configurable. These columns are something that you can configure based on what your requirements are. Right? So in this case, you see, skills match. Remember the skills cloud, the skills that you had on the job rec? When the candidates apply the system in first skills from their application as well, and it's provide it's providing you with a match score. So here you can see you can sort filter based on maybe you wanna look at all the candidates where the skills match score is good as an example. So if I look at good, why is this good? It's going to give you that breakdown. Hey. You said that you needed these specific skills on the job rec, and these are the relevant skills we found on this candidate's application. The skills that we did not find are these. Right? So it helps you with narrowing down the list of candidates that you want to move to the next step. The other one I'm gonna show you, remove filter, is the candidate ranking and the candidate rating functionality. So candidate ranking is essentially stacking the candidates based on the criteria that you are going to configure. So you can create candidate ranking templates, rating templates, assign it to the job req, and within those templates, you can identify what is it that the system needs to look for, what it's ranking or rating the candidate, what is the priority of those different criteria, and you can also sort them highest to lowest. And it's gonna automatically look at these candidates, look at the criteria you've defined, and assign a rank or a rating. Right? Whether you use both or one of them, it's completely a business decision that you can make, but this is some additional efficiency tools, from a screening perspective that you can leverage to narrow down shortlist candidates based on the criteria that you identified that's important for you, from a, in terms of finding the right candidate for the specific requisition. As I scroll to the right, you're also going to see there is any candidates coming back, if they have been identified as do not hire because they were previously an employee and, there were some issues. You you can set up those types of flags. If you wanted to look at the source of the candidates, that's available as well. So, really, this is configurable based on what your requirements are. One more thing that I'm gonna call out is being able to, I get this question a lot from customers. It says, hey. Is there a way to compare my candidates side by side? Absolutely. You see there's different options here, but I'm gonna show you the side by side comparison of my specific candidates. So you are able to see this in a view, glance over different candidates on the specific rec. If I go back into my candidates overview here actually, let me go back here. You're also going to be able to look at, let's say, you wanted to look at someone's resume. Right? The resume is parsed out. You can look at that parsed out information or you can look at the resume in this format if you'd like to. And also there is that smart panel which is going to look at, show you the parsed out resume information for the specific candidate that you highlighted. So just wanted to call some of those things out, which is absolutely important as you go through your candidate management process and work on your job requisitions. One thing I did not get to show you is job postings. You are able to automate job postings in the sense that you can identify which, job boards or social media platforms you wanna post the jobs to. You have internal versus external posting. You can also post the jobs to agencies if you're working with them, so you can allow agencies to access one day recruiting. Obviously, a restricted access where they can see the status of the candidates that they've submitted and so on. Alright. So that was the recruiter experience at a very high level. What I wanna do next is switch and show you a little bit of the hiring manager experience. So let's, I'm gonna pause here and see. Abby, is there any questions that I can help answer before I switch the persona here? Perfect. Thanks so much, Abby. Alright. So let's keep moving. We're going to jump in as a hiring manager. Now we know that recruiting is a team sport, so you if you do allow your hiring managers to participate in the recruiting process, you can decide at what point, at what stage within the recruiting process they are able to go ahead and look at candidates or even screen candidates, interview candidates depending on your, requirements. Now, some of you may be familiar with the manager insights hub. This is that one stop shop for your, people leaders, if you will, that, that can serve as that central point in terms of looking at perhaps those, frequently accessed reports, whether it's related to recruiting or other areas within Workday. So today, let's focus on the hiring and staffing, so the recruiting one, recruiting related tasks and reports. So within this experience, you can see Susan Steinberg, who's a hiring manager. At a glance, she knows what is going on from a hiring and staffing perspective within her departments or the departments that roll up onto into her. So in this, case, I can see my job requisitions that are currently in progress, the ones, open and in progress positions, job changes, and so on. So if I looked at this customer service rep requisition, if I clicked into it, it can directly take me into the requisition. So if I wanted to view the details, here is all the details about the requisition. So I can look at the details. So there is different ways I could look at this information. Depending on your, setup, they can go ahead and look at the candidates right from the screen, so it's completely configurable. So this is me, a people leader, looking at the requisition that's currently in progress within my organization. I think I just signed out. Sorry. Let me just go back in there. And, just give me one second. Let's go ahead and actually sign back into Susan Steinberg here. Alright. So I I can go to manager insights hub, at a glance, understand what is going on with my job requisitions that are currently, that are currently, in play in progress. Right? So, you can also give your, people leaders access to recruiting dashboard if you wanted to. But if I go back into my manager insights hub again, this is where you can also here's my in progress requisition. Right? And, this is what I was looking at. So you can see, within this experience, we saw the job requisition, the details. But if I wanted to allow them to go ahead and review candidates, this is where they would they are going to come back and look at that information. But, essentially, let's actually go into a job. Right? Just give me one second here. I think I opened up the business process. So let's say I wanna look at my job requisition set up in progress. There is the job requisition workspace, which is very similar to what you were looking at as a as a recruiter. Right? So you can give them similar access. Obviously, not the recruiting panel, not the recruiting hub, but just being able to look at the job rank and all the candidates that are available within that specific rep. Now you can anonymize the information related to candidates when you're getting your hiring managers access to the list of candidates when they're doing they're going through the screening process to eliminate any bias. Right? So you have the ability to do that. Now I can see I can move candidates forward. I could go ahead and send them a message. Again, this is all really defined or, directed by the type of security permissions that you have set up for your hiring managers. So your hiring managers can look at a candidate profile as an example. In this case, I'm looking at Lucas's profile who's applied for this director of technical operations. I can look at the summary of the profile. So this is very much like an employee profile, and it is intentional. Right? All of the information that the candidate has provided via the application is going to be parsed out, and you can see this comprehensive profile of that specific candidate. So if there's any rating, educational information, if there's any other job applications that they've applied to, they can also see that and also the status of those applications. Now if you did want to hide this information from your requirements is is something that you can absolutely set up. Now once they do go through the interview process, they can provide that interview feedback right within the solution, so they don't have to go back and forth. So being able to provide interview feedback or rate the candidates from an interview perspective, all of that can be enabled within the solution for your hiring managers, for any interviewers. That was a very high level overview of the hiring manager experience. Let me just doubles, double check if I've covered everything that I intended to cover. Now once let's go back into the, recruiter experience for a minute. I just wanna quickly show you a few things from a interview perspective and from the offer letter perspective. So here you can see, there is there is a candidate who's ready to be scheduled for an interview. So let me just click into this. If you needed to schedule an interview, of course, you can go ahead and schedule the interview. But if you did need to reschedule interviews or make changes, right, to an already scheduled interview, you're able to do that. I'm gonna open up an offer now. So once the interview is done, feedback has been provided, obviously, the offer can be initiated. So here's an offer, a notification for the recruiter to go ahead and initiate the offer because the candidate has been moved to the offer stage. So let me just open this up quickly and move to the next step. I think my system is hanging a bit. There we go. So I'm just gonna quickly go through the, offer letter process just to show you an example of an offer letter template that I wanted to show you. So here it's just telling me, hey. You can set up these validations within these processes, within these transactions. So if someone did not provide a hire date, it can prompt them, tell them, hey. I need the hire date so I can move forward. So let's say the hire date is for the seventeenth. So I'm gonna submit this, and what it's gonna do is essentially kick off the business process, and this can go to an HR partner to generate the offer document. It could go to anyone who's responsible for generating those offer documents. Now they're not literally generating the document manually. The system is gonna generate the document, and they can review before the document is perhaps forwarded to the hiring manager or to the, candidate directly. So let's take a look at I'm just gonna switch my personas here for a bit, and look at the job offer from a HR partner perspective. So remember, we just initiated that offer, the generate document request that Carmen just went through. So here is that notification for the HR partner to review the offer letter that's gonna be automatically generated in a few seconds here. So this is an offer letter template. Right? You can bring in your logos, your banners. You can bring the clauses in, make it conditional based on maybe location, maybe pool job profile. But a lot of the information is automatically populated based on that offer letter, template that was just sorry, the offer letter form that was just completed by the recruiter or by whoever completes it. Depends on what your permissions are. But it's not a boring offer letter. You can bring in images. You can insert tables if you wanted to. Right? So make it really fun and informational for your candidates so they get a a a comprehensive view of what it feels like to work for your organization and also be able to see the offer details if you will. Now once I go ahead and submit this, this is going to initiate a notification for the candidate. So you can use DocuSign, you can use, Adobe sign for your esignature functionality. Either of them will work. So your just like for your personal documents where you may be using DocuSign or Adobe sign, it will be the exact same experience. So that's an offer letter template that you just saw, which is configurable. You can have as many templates as you want, but there is also that that need for having multiple templates goes away because you are able to really make that, make that, conditional based on different attributes that you're for attributes of the job req, perhaps, that you're hiring for. Alright. So I think I've covered a lot of what I wanted to cover, and, I'm gonna pause here. Abby, is there anything else that came up that I would that you want me to respond by from a questions perspective? Oh, so candidate engagement. Sorry. No. We yeah. We we we were not going to cover candidate engagement at length today, but, just, in the interest of time, this was gonna be only focused on core recruiting. However, there are webinars available for candidate engagement, session a product or skew if you will, and they will cover in-depth CRM functionality within those webinars. I'm sorry. I think I clicked on a button here. Let me just get rid of this. Abby, you can still see my screen. Right? Okay. Perfect. Alright. Yeah. Okay. Let me switch my browser here. Okay. Alright. So what you've seen so far, we've seen a a little bit of the recruiting experience from different personas today. One thing I'm gonna call out, which is fairly new within the system, is the Workday preboarding. Right? So we, at we currently or the previous solution was the what you're seeing on the screen is this core ATM onboarding dashboard that is available to many of our customers may still be using this old onboarding dashboard experience. What we have done is we've reimagined the onboarding experience, and we know that onboarding is a critical part of an employee journey. Right? And we're here to help support that onboarding process more effectively, and we recognize the challenges that you face with the current dashboard. So in order to support and empower our customers to engage their new hires more effectively, we introduced a reimagined revamped onboarding experience that launched in twenty five r one. So in the screen that you're looking at, your candidates, once they accept the offer, you can initiate that preboarding experience right away. What that means is they are able to access onboarding related information right within the candidate home account on your external career site where they create the candidate home account. They can start to experience that preboarding experience right within that experience without having to log in to Workday to access their onboarding dashboard. Right? So let's say you're hiring someone three months in advance of their hire date, and how do you fill the gap, bridge the gap between their hire date to the date that they accepted the offer, you initiate that preboarding experience. Right? So the new onboarding plan experience provides that personalized engaging content to new hires at a few key stages. So it allows you to engage your new hire as early as receiving the offer or the employment agreement, and later that experience continues within Workday. So on the left hand side is that net new experience embedded within the recruiting process. So early engagement reduces the number of no shows, and once, maybe two weeks before the start date, you can now give them access to Workday, by generating their credentials and they having access to a restricted, Workday access essentially, where now they can start to complete tasks like payment elections, completing their tax forms. So whatever those different tasks that they need to go through, that can now be initiated. So you so the the experience has essentially been enhanced. Nothing has been removed or taken away, but it's just been revamped and reimagined with these with the introduction of this new external preboarding experience. And, I'm not sure if at this point, is there questions about onboarding or preboarding, Abby? I know we're we're running close to the end of the session here. Perfect. So just again, reiterate, this external preboarding, as you can see, it's pre start date. So bridging the gap between the, offer date, if you will, and the start date, is is what this is meant for versus the preboarding and onboarding is maybe closer to the start date, two weeks, maybe three weeks. So depending on your policies, and requirements. Right? So this can absolutely be configured based on that. Now moving on, I do wanna, cover off and, help you walk you through that that network of partners that we always work with. Right? So it's always been our goal to provide us pure experience for our customers through quality network of partnerships, and we have over 60 plus partners today that deliver complimentary solutions to enhance your existing recruiting processes. An example of that is background checks, assessments, esignatures is another one. So even, if you're looking at video interviews as as well. Right? So that could be another partner that you may be looking at. And we continue to grow our partner ecosystems. We're really focused on quality over quantity, and we're very thoughtful and strategic in our partner selection. And here's a list of partners that we currently work with for these different use cases that you may have. Right? So, you can obviously access this information on a one day's marketplace if you're looking to get more details on any of these partners. So and the list continues to grow based on our customer requirements and what we hear from our customers as well. Now we continue to see a strong growth and momentum in the market with Workday Recruiting. We are now over 4,775 customers, and we're proud to say that it has been the highest attachment of any, Workday Out on SKU, at a 80% rate. And candidate engagement continues to perform exceptionally well in two years since the launch, and we're over 600 customers with year year over year growth of over a 100%. And since our acquisition of HiredScore, which is our AI orchestration, as tool said, the feedback and the response has been tremendous. And in the years since acquisition, we're now over a 180 customers, with over 200% growth since the initial close. Now you've seen the demo, what's next. I do wanna remind you that if you would like more information about any of those additional offerings within the talent acquisition suite, please do reach out to your customer success manager or your account executive or even the webinar sessions that are available for those different areas. And, you can register for the upcoming live sessions, here by using this QR code. With that, I do wanna thank you for your time today, and I do absolutely appreciate you taking the time waiting, as we work through our technology issues today. So thank you for your patience. Thank you for taking the time to attend this webinar, and we look forward to seeing you on, other webinars and other sessions. So thank you everyone for your time. Abby, before we wrap up, any questions that I can help answer? Okay. Perfect. Abby, again, thank you as well for keeping on top of those questions. Awesome. Thanks, everyone.