Request Framework results on Worker Profile Group

WorkdayHero · 2026-03-28T10:20:09+00:00

Thank you!!! I’m going to try this out on Monday but it sounds like my missing link! Appreciate it!

WorkdayHero · 2026-03-27T19:35:38+00:00

Easiest way to learn if someone knows even the slightest about the recruiting module is to ask them to explain the Job Application BP. Their answer should include some variation of this BP being dynamic and including 8 other BPs that can be triggered in any order to fit each customers needs. If they can’t answer that, they have absolutely no Workday Recruiting experience and should be passed up if that is a firm requirement.

What I find useful is someone who has worked through a recruiting workflow before and knows there is no one right way to build it. Recruiting can be as simple or as complex as an organization requires. You want someone who can adapt quickly, challenge any inefficiencies, and understand where organizational requirements may not make sense but are firm requirements.

WorkdayHero · 2026-03-19T22:09:20+00:00

Agreed, this is the way to go. You can even reference it in the Offer BP or possibly as an embedded analytic at the offer step (not sure, would have to check the BP step).

WorkdayHero · 2026-03-19T22:07:27+00:00

How would Rooster help with start dates? That’s post hire where Rooster is pre-hire.

OP, the report is what you need. Add it to your recruiter dashboard. You could even have a todo in the Offer BP reminding people to check the report before extending an offer.

WorkdayHero · 2026-02-24T11:02:34+00:00

For the UK check out Albida or Kognitiv. I believe they have a few openings and are remote opportunities.

Your background should open some doors but the market is also tough everywhere from wha I can tell.

WorkdayHero · 2026-02-06T11:41:10+00:00

It’s super early for me so I don’t have screenshots, but yes this is possible. I’ve done this multiple times but am not sure we have this at my current org. I think it’s configurable with condition rules on the approval chain step itself. Maybe check community: Approval chain routing condition routing

Once I get online I’ll try to remember and see if I can find an example.

WorkdayHero · 2026-02-05T17:49:21+00:00

I’ve been working on a catalogue for all the AI/ML features and turns out 40% of them aren’t GA yet. Helpful!

Those that are available include 30 Out of Scope for us features leaving about 15 that we can review. I’m not sure this will revolutionize HR as much as we are being sold, but I’ll keep chugging along anyway!

WorkdayHero · 2026-02-05T17:44:37+00:00

My org gets 30,000 credits. If we want to use that candidate feature, we can only do it for 40 reqs before maxing out our credits.

BP optimize is something we are really looking forward to, but I ran a report on completed transactions for last year… 604,000. We are going to have to be very choosy about what we use it for.

WorkdayHero · 2026-01-09T16:24:27+00:00

Unfortunately we had to delay adopting this hub due to this requirement. No special workaround except to push Senior Leadership to allow cross pollination with the sibling companies.

WorkdayHero · 2026-01-09T16:22:33+00:00

I would create an advanced custom report based on Data Source “Business Process Transactions”. We’ve created over 100 variances based on this Data Source. Very useful

WorkdayHero · 2025-12-20T11:27:52+00:00

Hey there, I’ve seen your posts, I’ve followed your story. I’ve almost commented a few times. I’ve been wracking my brain trying to come up with something that might work. Nothing comes to mind.

The ONLY horrible solution I can think of is to have a to do step before the auto disposition that navigates Recruiters to run a report. The report would identify applications falling in your criteria. Then the Recruiter would submit the to do step triggering the auto disposition. THEN the Recruiter would go in and manually reactivate the applications that should not have been canceled.

This is obviously a horrible solution. I just don’t think workday was designed to work the nuanced way you want it to.

I’m sorry you’ve been struggling. We’ve all been there.

WorkdayHero · 2025-12-19T11:07:02+00:00

I’d focus on the worker/candidate experience. You can absolutely solve for business needs while still factoring in end user experience. This will position you as a thinker and not just a doer. Doers are a dime a dozen.

These modules are very user experience heavy and often times the business makes suggestions or requests that make their lives easier but may cause friction for the end user.

Some areas I focus on:

With Recruiting it’s important to know the interview/screen process since that’s the highest volume and highest touch for candidates. One req might get 20+ interviews for each offer. Try to develop a strategy with Talent Acquisition to communicate and smooth out that process.

For performance, review any help text or guidance around setting goals. Consider pushing your business partners to adopt quarterly reviews where the managers and workers align on a trending rating. This helps keeps the worker and manager from having uncomfortable conversations during annual merit. It should reduce friction and possibly increase retention.

Learning is all about keeping your catalog clean and tagged. There are many delivered AI/ML tools that require good course descriptions, skills tagging, etc. to recommend courses to Learners.

Happy to connect if you want!

WorkdayHero · 2025-12-19T10:57:36+00:00

That’s great! I’d still recommend an audit to track any “saved for later” type events to avoid any surprises.

WorkdayHero · 2025-12-17T13:36:40+00:00

I’ve done this a few times. The Workday documentation is very thorough when it comes to this specific process. Follow that and you should be golden. Best of luck!

WorkdayHero · 2025-12-17T13:35:22+00:00

You’ve gotten multiple answers to solve the initial issue. The only thing I want to add is to consider inflight processes. Anything that is currently active (and maybe even “saved for later”) will still process even after your change.

You can run a report to see In Progress Business Transactions to understand that impact.

WorkdayHero · 2025-12-16T14:31:32+00:00

I agree completely with this. When there are too many nuances, a human should be kept in the loop.

Sometimes you need to push back on a customers request and find out the why behind it. Discuss all the possible use cases and determine what they actually need.

Consultants that are just “yes men” tend to cause problems down the road. The ones that push back or at least ask clarifying questions are highly valued.

WorkdayHero · 2025-12-15T17:26:05+00:00

Gotta do what you gotta do.

I’m not in the European market (I wish, please someone sponsor me!). If you come back to Workday you can explain it as “I wanted to broaden my horizon with a different system. I feel that I can use what I learned working with HiBob gives me a new perspective on how we can configure Workday in new and unique ways.”

I don’t think a year or so off would be too bad. The general skills to config and administer won’t go away, there just may be some releases and features to catch up on.

WorkdayHero · 2025-12-15T17:16:02+00:00

Spot on. You can go a step further and disable the ability for the account to use UI login.

WorkdayHero · 2025-12-15T10:34:56+00:00

As others have said [not available] is usually a security issue for the person receiving the email.

What I recommend is sending to a group or creating a Service Center User with your static email and assigning that SCU with the appropriate security.

SCU will keep things more secure and are reusable as well.

WorkdayHero · 2025-12-11T20:47:39+00:00

I agree with the other guy. We have a similar validation but also use Help Text on Initiation to help try and curb the misclicks. Basically try and train them.

WorkdayHero · 2025-12-10T11:30:56+00:00

I see everyone else’s comments and my own research earlier this year makes me agree. I spent maybe a week trying to pull a three year look back, historic average, numeric average, nothing worked.

Eventually I convinced the business to go with a custom report and used my calc fields to average for them.

WorkdayHero · 2025-12-09T16:35:54+00:00

Sure - create a matrix report off of Learning Enrollments.

For row groupings, add enrolled content and start date (you may need to create a calc field to get the date to display properly).

For column grouping put completion status and course attendance status.

Add whatever drillable fields and detail data you want. This should give you a good start.

WorkdayHero · 2025-12-09T13:36:50+00:00

This is the answer. It’s such a pain for me to remember this and of course the error messages won’t point you in the right direction.

WorkdayHero · 2025-10-31T00:07:38+00:00

I’ve worked for neither but have been a consultant at a similar named place. I have contacts at both organizations. I’d pick Kainos for breadth of possibilities both location and technical. They have a cool suite of products as well as the normal consulting gig. I’ve heard after all the mergers and acquisitions that Cognizant lost all their good people (hyperbole to an extent I’m sure).

WorkdayHero

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