We’re testing a Manager Change EIB in Workday SBX and want to validate the results efficiently without checking each employee manually.
Is it best practice to run a Workday report and use Employee ID to compare the EIB’s expected manager against the actual manager in Workday? Do you also validate the effective date?
Would appreciate any tips on how you normally reconcile EIB loads!
Has anyone encountered this in Workday Recruiting?
A recruiter accidentally moved a candidate to the Offer stage before the interview process was complete.
Now they’re trying to move the candidate back to Interview, but somehow we can’t.
- “Undo Move” either isn’t working (the candidate is still in offer stage)
- No configuration changes were recently made.
We’re trying to determine if this is expected Workday behavior, a Business Process configuration issue, or if there’s another way to return the candidate to the Interview stage. Has anyone run into this before? If so, what was the resolution? Any inputs would be helpful!
Is it possible to either hide a specific job location from managers/recruiters when they’re creating or changing jobs, or configure the system to throw a hard error if they try to use that location? We’re trying to prevent users from selecting a particular work location, and I was wondering what the best practice is for handling this. Is this something that can be done through configuration, security, validation, or another approach?
Thanks in advance!