Decoding the ATS: A Recruiter’s Deep Dive into Workday
Workday is one of the "big players" in the world of Applicant Tracking Systems (ATS). If you’re a job seeker or a recruiter, you’ve almost certainly crossed paths with it—but did you know that no two Workday experiences are exactly the same? Currently, in the version of Workday I am using, we have limited capabilities and at the time of this article are not using AI to review candidates. I use Workday to search for candidates via zip code or city/state or to find the candidates that meet the minimum requirements for the specific roles I fill.
Here is a breakdown of why this system is so unique and how to navigate it.
One Size Does Not Fit All
The most important thing to understand about Workday is that it is highly customizable. While the core engine is the same, what a candidate sees is entirely dependent on what the employer "purchases" and configures.
Modular Design: Companies can add modules for everything from "Talent Optimization" to "Cloud Connect" for third-party integrations.
Custom Workflows: An employer can choose to make you answer 20 screening questions, or they can enable a "Quick Apply" feature.
Branding: Some companies invest heavily in "Career Site Overlays," making the interface look like a sleek, custom website rather than a standard portal.
How to Spot a Workday Application
Not sure if you’re in a Workday portal? Check these three signs:
The URL: Look at the web address. It almost always contains the word "myworkdayjobs" (e.g., https://companyname.myworkdayjobs.com).
The "Candidate Home": Workday usually requires you to create a specific account for that company. You’ll see a "Candidate Home" where you can track your status (look for labels like Application Received, Under Consideration, or Interview).
The Parser: When you upload your resume, Workday will attempt to "parse" (autofill) your info. If it asks you to "Apply with LinkedIn" or "Apply with Seek," it’s a classic Workday setup. Ensure your resume is a clean PDF!
How Recruiters Use AI in Workday (sometimes they do not use it at all)
Recruiter Reality Check: AI power varies by company—employers only get the features they pay for. Regardless of the tech, recruiters can see every application. The hurdle is often volume, not just the system. If 1,000 people apply, your goal is to make sure your profile is optimized to move to the top of that stack.
Recruiters aren't just looking at a list of names; they sometimes have powerful AI tools (again, depending on what the company paid for) at their disposal to manage high volumes:
HiredScore AI: Workday recently acquired this tool, which uses AI to score and grade candidates based on how well their skills match the job description. It helps recruiters prioritize the "top" matches first. Still recruiters see all applications
Skills Cloud: This AI engine identifies "inferred skills." Even if you don’t list a specific skill, the AI might suggest you have it based on your past titles and responsibilities.
Paradox (Olivia): Many Workday users integrate this AI chatbot to handle screening questions and even automatically schedule interviews via text or web chat without a human ever picking up the phone.
💡 Pro-Tip for Job Seekers:
Because Workday is so "skills-forward," ensure your resume uses standard section headings (Experience, Skills, Education) so the AI parser can read your data accurately!
Set up job alerts so you can be the first to apply and ensure you are tailoring your resume to match the requirements of the post.
Also, ensure you match the minimum qualifications on the posting.
#Workday #ATS #Recruiting #JobSearchTips #CareerAdvice #HRTech
