baig
It allows client HR to filter candidate based on diversity age,region etc.
Title: Workday recruitment needs to respect candidates' time and dignity As a senior professional with extensive industry experience, I find the candidate experience on Workday-powered recruitment portals deeply frustrating. Candidates are often required to create accounts, repeatedly enter employment history already available in their CVs, complete lengthy application forms and undertake online assessments—sometimes without clear information about the selection process, expected timelines or likelihood of progressing. The imbalance is concerning. Employers and recruiters benefit from standardised workflows and large applicant databases, while candidates invest substantial time with limited transparency or feedback. An assessment invitation should not create the impression that an application has meaningfully progressed if the CV may still be rejected without a clear explanation. Recruitment technology should improve efficiency for both employers and candidates. It should offer reusable candidate profiles, accurate CV parsing, clear application status, transparent assessment stages and timely communication. I also believe employers should disclose how automated screening is used and ensure that diversity and inclusion goals are pursued through fair, transparent processes—not at the expense of objective, job-related criteria. Workday and the employers using it should measure candidate experience as seriously as recruiter productivity. Job seekers deserve a process that respects their time, effort and professional dignity.