5 Tips on Integrating HireVue and Workday Recruiting

In my role as a Solution Architect at HireVue I’m fortunate enough to work with some of the world’s most innovative brands. I help them identify the right technology stack and then build and optimize their hiring process so that they can engage, assess and hire the best talent.

One area that I have a passion for is integrations, and specifically how organizations can get more from their ATS by connecting HireVue’s solutions. This enables them to create a seamless, end-to-end digital hiring journey that empowers the candidate, and enhances the recruiter and organization's hiring.

One of the ATS’s that I come across most is Workday Recruiting. It’s a fantastic module to core HRIS that really helps organizations manage full recruitment processing. As an addition to the Workday HCM ecosphere it enables companies to build a very powerful HR operation.

I help Workday Recruiting customers integrate HireVue’s solutions to enhance their processes even further, giving them the opportunity to work from within one system, to automate manual tasks, and deliver a standout candidate experience that helps them find the best talent.

Below are my 5 main takeaways on how to create a seamless hiring experience using Workday and HireVue.

1. Identify the Right Partner (not just another vendor)

There are several key characteristics that you should look for when searching for hiring technology to enhance your Workday Recruiting instance. If you don’t select the right partner, then integrations can take up unnecessary time and resources and leave you with a process that is a hindrance rather than a help.

• Technology: minimize risk and delays by selecting a proven vendor that has experience within your industry and is able to reference the solutions they have provided in similar projects.
• Team: you want an experienced project team that is open to looking beyond the product roadmap with you and who proactively pushes you to optimize each step in your process. A project team consisting of the Professional Services Team on the vendor’s side, combined with both HR and IT on the client’s side, will ensure that you have a diverse project team and a successful integration.
• Workday Partner: aside from the vendor solving your pain points and their project teams delivering outstanding service, make sure the technology you integrate is fully aligned and partnering with Workday to ensure a truly customer centric investment.

2. Attract and Empower Candidates 

Creating a process that helps you to maximize your reach and project a strong EVP will help attract candidates and fill your funnel with as much diverse talent as possible. With not all progressing to latter stages in your process, providing a quality experience to all will help ensure your company is spoken about positively.

• Website: clear copywriting is often overlooked but is essential to let candidates know what you are looking for. A website also needs smart search functionalities powered by your ATS to make the process as frictionless as possible.
• AI: use the power of AI and chatbots to learn about a candidate’s skills and surface job opportunities to them which the candidate may have previously filtered themselves out of. This is a more engaging experience and also gives the candidate an element of control.
• Empowerment: enabling candidates to also ask questions, again using AI or a chatbot, will help someone understand more about the role, your culture, and reduce the risk of a new starter exiting the business early.

3. A Balanced Application

A lot of application processes are too long and complex, limiting the number of candidates you will engage. The digital experience for a consumer is now so strong that your future stars have been conditioned to expect a fast and simple method when engaging with a brand - or applying for a job.

• Balance: make your process too simple and you will receive a lot of poor quality applications. Make it too hard and you could potentially miss out on future talent. Build a process that strikes an appropriate balance for the role.
• Speed: Ensure your process isn’t tedious and that you’re not asking candidates to repeat steps or re-enter information. You can use parsing technology and smart drop-downs to speed up the process.
• Relevant: only ask questions that are specific to the role. These can be delivered to a phone via SMS or WhatsApp and used for immediate and automated screening. This is particularly important in the graduate space where candidates expect the information to come to them.

4. Supercharge Your Hiring

Many companies are now seeking to create a fully-digital end-to-end hiring journey. Often these projects are driven by a desire for greater efficiency, to improve candidate experience, and ultimately to provide a consistent and science-backed way to identify the best talent. A robust screening and interview process sits at the heart of your journey, with the latest integrations now automatically pushing data into Workday Recruiting, so that your teams only need to spend their time in one system.

• Assessments: game-based assessments allow hiring managers to better gauge future candidate success while minimizing bias. You can measure a candidate's potential and job fit through gameplay linked to job-relevant competencies. This can also be used for internal mobility and leadership potential.
• On-demand video: provide your candidates with the ability to conduct a video interview at a convenient time, location and at their own pace, to review the interviews on their terms too and to bring colleagues into the process, helping to improve quality and reduce bias. By making the process more flexible you will increase the speed as you no longer need to schedule telephone interviews.
• Job previews: on-demand technology can also be used to show videos that give a realistic preview of a job and the culture of a company, and to then ask candidates questions on what they have seen. 
• Live video interview: Web conferencing tools, like Teams or Zoom, are great for seeing people remotely but are not a substitute for an interviewing platform which supports candidate questions for fairness and bias, enables data compliance for interview feedback, and provides an in screen ability to collaborate with fellow interviewers. You will also be able to present a much more branded experience to candidates and enable them to self-schedule from time’s that you make available. 

5. The Offer

In today’s competitive business world, experienced hires might come with a 3 - 6 month notice period. Graduate hires might receive an offer up to 1 year before they start a role. So it’s essential that you keep in regular dialogue with your new hires and use this time wisely to share and capture information as part of their onboarding.

• One system: one of the benefits of using the Workday system in partnership with HireVue is that you have all of your data in one place. You can gather data via text in order for background checks, deliver training or just to keep the candidate warm and engaged. This guarantees a more seamless experience without having to ask the candidate to login or search for information.
• Automation: use the capability of the latest hiring technology to take care of manual tasks which often fall to hiring managers, or to prompt them so they are not forgotten. This will allow your teams to focus on more high value activities.
• Text-powered: make it easy to stay in touch with your candidates by being where they are - SMS or WhatsApp. These can be used to stay in touch or gather references. Changing jobs is a defining moment in people’s lives, so even if it is minimal, maintaining contact and giving the best first impression of your company is now a “must have”.

For full information on the HireVue for Workday integration, and to speak with a Solution Consultant about enhancing your Workday Recruitment capability, please visit us here.