Workday Certified but Struggling to Get My First Opportunity – Looking for Advice

Hi everyone,

I'm looking for some guidance from the Workday community.

I recently completed my Workday certification and I'm actively looking for my first Workday Functional Consultant opportunity. Before transitioning to Workday, I worked for 7 years in HR Recruitment, where I handled end-to-end recruitment, stakeholder management, candidate sourcing, interviewing, onboarding coordination, and HR operations.

I've been applying to many companies, but most of them are looking for candidates with 1–3 years of Workday implementation experience. As someone trying to switch into Workday, it's been very challenging to get that first opportunity.

I know Workday experience is valuable, but everyone has to start somewhere. I'm eager to learn, willing to work hard, and confident that my HR background gives me a strong understanding of business processes.

I would really appreciate any advice on:

• How did you get your first Workday job?
• Are there companies that hire Workday-certified freshers?
• Should I target implementation partners, support roles, or contract opportunities first?
• Any tips to improve my chances of getting interviews?

If anyone has made a similar career transition or knows of any opportunities, I'd be grateful for your guidance.

Thank you for taking the time to read my post!

my linnkedin ID - https://www.linkedin.com/in/archanagaikwad323/

I have created parental leave and enabled entitlement per event check box,requirement is to restrict employee to take 8 weeks parental leave they can also take in breaks,they can take it for multiple children too but now my LOA allowing to take more than 8 weeks if they are taking in breaks (like 2 weeks first then 7 weeks)which is more than 8 weeks,any solution to limit them to take only 8 weeks if they are taking on breaks ans also allowing them to take 8 weeks again?

We are implementing a 4-year restriction between Voluntary Sabbaticals. We use an ESI on Leave of Absence Requests to retrieve the previous approved event. To exclude the current request, we created:

• Action Event TF for Request Leave of Absence + In Progress
• Worker ESI on Worker History
• Worker LRV returning Effective Date
• Leave Request Event LRV returning the Worker LRV
• TF condition: Leave Type = Voluntary Sabbatical, Status = Approved, First Day of Leave < Worker History Effective Date

When the third condition is added, the ESI returns blank even though a previous approved Voluntary Sabbatical exists. Is this expected behavior, or is there a supported pattern to exclude the current request from an ESI on Leave of Absence Requests?

What is the best path or approach to learn and understand workday integrations? Where to start? Any guidance is appreciated. Thank you in advance.

I’m stuck on a Workday Matrix report and could use another set of eyes.

I’m building a Matrix report on Trended Workers to show high-performing terms by quarter. The attrition rate itself is working, but I’m having trouble with the count of terminated high performers.

The original count was overcounting because some terminated workers were showing 2–3 times in a month. I tested the logic in an Advanced report and figured out the count needed to only include rows where Record Type = Activity.

So I built this logic:

• Matrix summarization = Sum of Count of Terminated High Performer Event
• Count of Terminated High Performer Event = EE on Trended Workers
  • If Is Terminated High Performer Activity = True, return 1
  • Otherwise return 0
• Is Terminated High Performer Activity is a T/F and requires:
  • Record Type = Activity
  • Termination Count = 1
  • Is High Performer = True
• Is High Performer checks whether the worker’s last manager rating is >= 3.5
• The rating is coming through nested LRVs from Trended Workers → Worker → Last Completed Review → Overall Rating Value - Manager

In an Advanced report, the individual calc fields appear to return values correctly. But once I use the final count field in the Matrix report as a summarization field, it returns all 0s.

Has anyone seen this happen with Matrix reports on Trended Workers? I’m trying to figure out whether this is a calc issue, a Matrix report context issue, or something weird with the nested LRV/effective dating.

Hi all, We are trying to disable Active Directory (AD) accounts through Entra provisioning effective on the worker’s Last Day of Work.
All other provisioning workflows are functioning as expected, but account disabling is proving to be a challenge.
The issue is that Workday sends the Last Day of Work to Entra only on the worker’s termination date. As a result, if the Last Day of Work is earlier than the termination date, Entra does not receive the information in advance to disable the account on the correct date.
Has anyone successfully implemented a solution for this scenario? If so, I would appreciate any guidance or best practices.

Hi there,

wanted to know what's the best practice for implementing workday recruiting in terms of handling job applications from Legacy system to workday.

Do we prefer to get the data from Legacy system and perform an ElB in workday or if there is a better approach to tackle this.

We are moving into workday but do not want to lose the candidate data from the Legacy system. Hence wanted to check the best practice.

Thanks for your inputs in advance.

I'm hoping someone has run into this before.

A user accidentally entered an Invoice Date of 01/01/4022 on a Customer Invoice. As a result, the associated Operational Journal is now in error.

Since the Customer Invoice is already finalized, what is the recommended Workday approach to correct this?

• Is there a way to correct the invoice date on a finalized Customer Invoice?
• If not, what is the standard Workday process?
• Do you reverse the Operational Journal and issue a new Customer Invoice with the correct date?

We're looking for the recommended Workday-supported approach rather than a workaround. From workday community I found an article that states that you can't change a finalized customer invoice.

Thanks in advance!

Hello,

Last week I posted a vague description of a work ontology that I've been building for the better part of a year. I wanted to give a few more descriptive details to fill in the blanks so that you all can have your pick at it.

Purpose:

To create a work ontology that allows for a user to understand the nature of the work being done in their organization (or by themselves) relative to all meaningful work that exists (with obvious restrictions for a one-man operation). This understanding is achieved only through a computational representation of work data into units called work primitives. Primitives are, in a basic sense, with variables attached (metadata) that give each unit a unique identity. The relationship of primitives to each other and to each higher level of work (task, job, occupation, industry, domain) gives our dataset features that enable a variety of downstream uses (briefly mentioned at the end).

Example:

In a practical sense, here's what one of the process features we can do:

1.) Take a job description. Here's the link for this one: (https://www.indeed.com/?\_\_cf\_chl\_f\_tk=IAgsTAeXWy4IHqrltCOc8fcZ7dK9M798G39ZD.ZfHbE-1782824832-1.0.1.1-9m4d6ttvSNizRouuHgwdXP4\_8J.2hszUsBfHdMlLikk)

https://preview.redd.it/iotbq27smfah1.png?width=735&format=png&auto=webp&s=019aa792138c73f90dc539d0c770b3d0cf8bcc02

2.) Parse the text out so it's able to be matched using the program. Here are the results (only 85% of this job description had acceptable matches.

plan lessons consistent with state and pepin academies curriculum framework(s)

ensure compliance with school, state, and federal regulations regarding the education of students with disabilities

support pepin academies' mission and vision

observe confidentiality relating to students, teachers, and school

perform minimum supervision

communicate effectively with students and parents to increase student achievement

increase student achievement

participate professional development activities to stay current in best practices for special education

maximize student learning and engagement

present subject matter effectively, using technology where appropriate and available, while using appropriate skills and strategies within the teacher evaluation framework to promote the creative/critical thinking capabilities of students

record keeping, and reporting systems where appropriate and available

manage systems of instruction, record keeping, and reporting systems where appropriate and available

establish standards for acceptance for acceptable student behavior while maintaining a structured and positive classroom environment conducive to learning

maintain standards for acceptance for acceptable student behavior while maintaining a structured and positive classroom environment conducive to learning

participate iep and eligibility meetings with parents and appropriate school and agency personnel

implement all requirements

ensure timely submission of planning notes and lesson plans in accordance with school deadlines and guidelines

supervise teacher assistant in providing instruction for students, as required

provide transition planning for students with disabilities, as required

maintain valid and current florida teaching certificate, adhering to all renewal and professional development requirements as mandated by the florida department of education

3.) Match these primitives with primitives from the core library (that's our proprietary dataset, that is currently only 10% of minimum viable capacity and that's what this example is just for early feedback purposes).

https://preview.redd.it/z962h1bxnfah1.png?width=1565&format=png&auto=webp&s=c103b722ce84f174904090a39a8d455b2b4580d3

As you can see there are a couple of spider maps that plot out various features, such as CL - Cognitive Load. There's also a compensation spread which shows you the range of compensation for the average of all primitive in a job description (also loosely referred by as a packet) and then for each primitive within that client packet. Again, these are values based on what is in our core library (not a client library or a 3rd party library).

Here's just another snapshot of a single primitive's graphical representation:

https://preview.redd.it/th7r07o4sfah1.png?width=1597&format=png&auto=webp&s=6d6dad0f05c871fc0fd76ada47a2f954b9ac8c3e

Implications

This example shows just the client side of things in its early state. For nearly the past year I've been working out the logic, use cases, design, etc., and have really just begun within the past two months to generate results (in the form of data and graphics) for the client, researcher, and developer side of things.

Downstream Uses

Business

• Compensation Intelligence Reports and & Heatmapping
• Job Architecture & Role Design
• Talent Acquisition & Semantic Matching
• Workforce Planning & Skills Forecasting
• Workflow Simulation & Bottleneck Analysis

Research

• Granular Labor Market & Occupational Analysis
• Work Design, Cognitive Ergonomics & Worker Outcomes
• Comparative & Historical Work Structures
• Ground-Truth Data for AI Task Decomposition & Agent Training

Notes

I have not displayed anything beyond column names from the database. If you think this info would be helpful just LMK.

Users tagged:

u/hroptatyr

u/Educational564

u/Thinker_Assignment

u/boring_thinker - The data here would likely sit below APQC data, but I think would integrate well. Thanks for this info BTW. I had never heard of this before you mentioned it. The only work ontology I had heard of was O*NET.

I’m redesigning our new people leader journey and trying to create a comprehensive inventory of everything a people leader can do in Workday. I’m not looking for advice specific to my company, but I’m trying to understand what’s available in Workday more broadly.

Is there a Workday document, implementation guide, or reference that lists all of the manager/people leader tasks and capabilities available in Workday? For example, approvals, hiring, promotions, performance reviews, compensation changes, time off, learning, talent reviews, org changes, reporting, etc.

I know every implementation is configured differently, but I’m looking for a master list of the types of manager tasks Workday supports so I can identify what resources we should include in our people leader journey.

If something like this doesn’t exist, how have your organizations documented or inventoried all of the manager-facing Workday capabilities? Thanks!

Hello Everyone,

Recently i worked on extend application for recruiting module. We faced numerous problem with internal job board. Client wants hide few jobs so we created confidential job req but thats limits only one position. We cannot create another internal job board that limitation.

I am just collecting info about pain points/limitation of internal job site. If you could share any that would really helpful. Thanks 😀

Having an issue adding a primary institutional email address to a student record that doesn't have one.

We manage identities with a separate identity management solution and when it modifies the email address we need to feed that back to Workday. Issue I'm having is being unable to find the correct syntax to specify the new email address is to be primary. It works fine if the user already has a valid email address, but if they don't I need to specify that the new one is primary. Tough to grab from the API documentation how that's supposed to be formatted (fully admitting the issue is probably me).

Here's the error I get when I try to pass in the updated email:

`Validation error occurred. Subject person must have exactly one primary institutional email address in order to have non-primary entries. The primary contact information may be either previously entered or included within this request.`

Hello! We currently have the managers security restricted to only be able to view candidates in the screen “hiring manager screen” stage. I’m being asked to add an additional job req viewer role on the job req to allow other managers to view those candidates in hiring manager screen in that one req. I made a role based security group and copied the manager, made the assignable role but when I assign it and update the candidate data: job applications domain, it opens it up completely and they can see all resumes. Does anyone know what in oils be doing wrong or even if we can have this restricted assignable role? THANK YOU SO MUCH IN ADVANCE!

Hi there, I have been trying to go for the position of Payroll Specialist, i have 5+ years of payroll experience with quickbooks online as well as Quickbooks desktop, but i went for 2 job interviews they rejected as i do not have adp experince or workday experience, and i have been trying to change job from last atleast 6 months but i do not received any interview its all rejection emails. is there is any way for any step i can follow to get a new job in today's market

I am configuring a Benefit Plan in WD. This plan is a spending account, but functions like how we have our Medical and Dental plans set up in the sense that Employees can select their plan, get a deduction from their paycheck depending on the tier of the plan, and are not contributing a monthly election like what they would do with an HSA.

This plan currently has 4 tiers and is eligible to employees and employees+dependent. For each tier I am planning to create a separate Benefit Plan. Tier 1 is free of charge for employees so we want all employees to be enrolled in this. If they choose Tier 1, the 3 other Tiers should be waived. However, Tier 1 also has an employee+dependent option. Would I use auto-enroll in this case? This doesn’t seem like it makes sense since that takes away the option for them to select employee+dependent or select the other tiers if they want additional coverage.

Has anyone encountered this and what is the best way to set this up?

been seeing Mando’s SORBench whitepaper floating around on linkedin but haven’t really seen anyone talk about it here, so figured i’d share since this sub will probably have a better read on it.

for context we've internally been trying a few different AI tools for workday research / config style questions. my rough take so far:

Deployment Agent is interesting but feels more useful when you’re already inside a pretty defined workday flow. GPT 5.5 is good for explaining concepts or helping think through a problem, but for actual Workday-specific answers i still have to verify everything myself. Community's AI is useful when it surfaces the right thing... but it still feels hit or miss depending on the question (and complexity).

Mando has honestly been the one we’ve kept coming back to for research. mostly because of the reasoning ability + citations. if i ask about some random config question/tenant edge case, etc, i can actually see where the answer is coming from instead of just trusting the model. the expert-verified part is great to see the experts who validated the answer too.

The SORBench whitepaper compares GPT 5.5, Workday Deployment Agent, and Workday Community AI on real admin style questions. thought it was interesting because it lines up with a lot of what i’ve felt using these tools... especially that generic AI can sound right but isn’t always that useful without the right sources.

obviously it’s their own benchmark so i’m curious how people here read the methodology/results. has anyone else looked at it or used any of these tools in actual workday work seeing something similar?

link: https://sorbench.com/

ps- we initially had trouble accessing the whitepaper itself because it got sent to spam, check junk and you should be good

Hi everyone,
I have a Studio integration that determines which To Do task is assigned to an employee based on the integration outcome:
If the integration completes successfully, To Do 1 is created.
If the integration completes with errors, To Do 2 is created.
In Production, the integration completed with errors, so the employee received To Do 2.
After fixing the issue, what is the best practice to reprocess this employee so that To Do 1 is created instead?
Is there a way to relaunch or restart the Studio integration for the employee?
Should the integration event be returned or reset in some way?
What approach have others used in this scenario?
Any guidance or best practices would be greatly appreciated. Thanks!

Recently got an issue that some workers are unable to enter time, while investigating the only difference i found between the workers who are able to submit time and who are not is that their period is scheduled and the day is not locked..Whats the solution for this issue??

Use case:

Recruiter to request asset for new hire through questionnaire, and the responses to be routed to IT. We don't have a security group for IT.

- How to share response to a helpdesk email id

- Any other alternatives that can be used to get the asset request at hire in HCM to helpdesk email id

Thanks!