Workday experts – from project managers to testers – are in demand. They don’t hang around on job boards, and their LinkedIn profiles may be well out of date. They can receive 5 overtures a day because Workday is growing so fast.
This means your LinkedIn Premium subscription won’t work as effectively. It means you can’t just advertise on your usual sites. It’s why we’ve invested so much in our Workday-specific CRM over the past 3.5 years and used it to build relationships with 90% of Europe’s Workday professionals (as well as those across the US). The general market just doesn’t have an effective way of finding viable candidates in the timescales Workday projects need.
In an ideal world, you’d have an entire team lined up from Day 1 to keep everything efficient and proactive. But you have process and budgetary constraints and need to balance your recruitment with them.
So let’s take a realistic look at Workday hiring.
You need your own team during the design phase
Having spoken to hundreds of people with Workday implementation experience – and had Workday training myself – the surest way to keep down total project cost is to at least have your project manager, functional lead, integrations person, data specialist and any stream leads on board during the design phase.
There are 2 reasons for this:
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For clients with an urgent need for a skill set, with severe time constraints or project related.
Individual hires, Practice building, Division building, Project team building – long term roles.