The last time we were speaking to a client, they mentioned to us how finding Workday candidates for HR and Finance positions was turning out to be a challenge for them. They did not hesitate to mention that there was a very slim pool of candidates that was available to them in the first place. We understood their position and readily wanted to offer them the remedy to their pain. However instead of giving them the solution, we chose to first educate them, and this is the approach we took - 

Often we overlook some crucial pointers that play a huge role when it comes to hiring the perfect Workday candidate. This happens majorly when you choose contingent search over a well-defined retained search methodology. Now, having said that, contingent search is not always a bad option, it could definitely give you some great candidates. However for that to happen the chances are very marginal and at times even after you do get a good candidate who fits all the job specifications, it turns out that he/she is not the perfect fit for the role. This is because itwas just their resume speaking all along and we do know a majority of you have been there. Unfortunately, but yes, as they say whatever happens, happens for something better that you are yet to experience.

But now, the immediate question that comes to your mind is - If you don’t evaluate the candidate based on their resume, how do you go about it? 

We are not asking you not to assess the candidates based on their resumes, but more so, to not assess them based on just their resumes. Here’s where we ask our clients to experience for themselves the benefits of DreamHire. 

There is a three-level assessment that the candidate is put through - 

• Level 1 : Appear to 

How a candidate appears to you when you first see them. You form an opinion of them based on their appearance, mannerisms, expressiveness, interests, and their presence, but this is more a subjective than an objective opinion. Afterall it is just an opinion.

• Level 2 : Can do

What the candidate can do or rather what the candidate ‘says’ they can do based on their resume. The contingent recruiters assume this level to be the final one and assess the candidate based on their resumes. They continue and put them forward to the other interview rounds and maybe the candidate even gets selected. But do they last long enough or even at all? Is the organization able to retain them at least for a year? The answer is NO! 

• Level 3 : Will do

The organization is not able to retain the employees because what the contingent recruiters fail to do is to assess the candidates based on the “will do” level or rather what the candidate will do given a certain situation, circumstance, or an environment. 

DreamHire assesses the candidates based on all the three levels as a pre-interview assessment. While the other recruiters only assess the candidates based on the first two levels as a pre-interview assessment and level three as a post-interview one. The third level of assessment is highly significant because we analyze the candidate based on their aptitude, attitude, self-motivation, their temperament, maturity level, judgement and other important factors. These are rather softer skills but very firm traits.

That’s not all, the candidate is put through various other screening tests where they have to constantly prove themselves. We evaluate the candidate based on the profile they create, wherein they respond to questions predetermined by you.

Furthermore, Workday being a leading provider of enterprise cloud applications for finance and human resources, they help customers like you adapt and thrive in a changing world. It’s not a hidden fact that Workday applications for financial management, human resources, planning, spend management, and analytics have been adopted by thousands of organizations around the world and across industries—from medium-sized businesses to more than 45 percent of the Fortune 500. That in itself is a huge accomplishment. 

To find a Workday candidate who would be the right fit for a role, there is a lot that goes into it. We want to make sure that he/she turns out to be a game changer and is willing to go that extra mile to do their job well. DreamHire has a proven success rate of 96% which directly correlates to reduction of overall cost to hire. 

DreamHire also goes on to provide you with a 12 months risk reversal assurance which is one of the strongest suits to consider for any organization looking to recruit their Workday employee. 

Looks like you are getting A LOT already? Well, the good news is, it does not end there - 

With DreamHire you can now hire in 15 days to 6 weeks as opposed to  an average of 2 month provided by other transactional recruiters. DreamHire has a large pool of Workday candidates from every area of Workday specialization, so you can be rest assured that you are going to only get the best and nothing less than that. 

If you have any questions or would wish to know more about our services, please do not hesitate to leave your thoughts / comments below or contact us directly.