Has anyone here been able to make it through the myworkdayjobs.com applicant screening without getting rejected? I've applied for a crapload of jobs at the mothership and gotten rejected for every job. I just got a rejection letter for a job in which I had already sent my resume to the lady I'd be working for because she had encouraged me to apply for the job initially. I emailed asking her to reconsider & she said she said she didn't understand why it kicked me either and moved me into the interviews. Its also happened with jobs at other system schools and with one private sector employer and it makes me wonder if I'm doing something myworkdayjobs dislikes.

Thoughts?

unless you know what filters the employer is setting for the particular roles, its tough to say why your resume is getting kicked.

Either a recruiter is rejecting your application everytime, or you dont meet their initial qualifications based on some of your answers; For example the system asks if you have a bachelors degree and you click no.

I've seen where HR departments get lazy and don't properly screen resumes. That might not be the case here, but just my personal experience. For example, somebody in HR where I previously worked, wouldn't accept resumes unless they could easily copy and paste into some applicant tracking system. They weren't with the company too long.

Dad Jokes said:

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I've seen where HR departments get lazy and don't properly screen resumes. That might not be the case here, but just my personal experience. For example, somebody in HR where I previously worked, wouldn't accept resumes unless they could easily copy and paste into some applicant tracking system. They weren't with the company too long.

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Not an attack on you at all, but I work in HR and This doesn't make sense. It is very easy to attach/upload a resume to a company's applicant tracking system. Not sure why they would want to copy and paste it when you can easily upload it to the system?

ea1060 said:

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Dad Jokes said:

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I've seen where HR departments get lazy and don't properly screen resumes. That might not be the case here, but just my personal experience. For example, somebody in HR where I previously worked, wouldn't accept resumes unless they could easily copy and paste into some applicant tracking system. They weren't with the company too long.

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Not an attack on you at all, but I work in HR and This doesn't make sense. It is very easy to attach/upload a resume to a company's applicant tracking system. Not sure why they would want to copy and paste it when you can easily upload it to the system?

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I work in HR as well, and can confidently say - Not Always! It the system is a SuccessFactors, Workday, Taleo breed, then of course but some companies aren't working with that level of technology.

Ezra Brooks said:

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ea1060 said:

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Dad Jokes said:

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I've seen where HR departments get lazy and don't properly screen resumes. That might not be the case here, but just my personal experience. For example, somebody in HR where I previously worked, wouldn't accept resumes unless they could easily copy and paste into some applicant tracking system. They weren't with the company too long.

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Not an attack on you at all, but I work in HR and This doesn't make sense. It is very easy to attach/upload a resume to a company's applicant tracking system. Not sure why they would want to copy and paste it when you can easily upload it to the system?

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I work in HR as well, and can confidently say - Not Always! It the system is a SuccessFactors, Workday, Taleo breed, then of course but some companies aren't working with that level of technology.

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I agree with this, I used to work for a company with zero ATS lol. But I dont understand rejecting someone if they couldnt copy/paste their resume into the ATS lol. Gotta be more to the story.

Yeah, that's just what I was told. They were having other issues with this employee as well. I'm sure there was more to the story, but I never honestly cared to follow-up.

I've also heard of companies getting so many resumes that once they get 10 or so promising applicants they reject all the others they got without ever looking at them.

I've seen certain roles get 400+ resumes....

Astroag said:

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I've also heard of companies getting so many resumes that once they get 10 or so promising applicants they reject all the others they got without ever looking at them.

I've seen certain roles get 400+ resumes....

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We can't do that at TAMU. If the resume comes in and makes it past the initial screening phase - we have to review and rank them against all other candidates. Now obviously public companies can do what they want - but at TAMU if you make it through, your resume at least has to be reviewed to rank to determine who to interview.

Astroag said:

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I've also heard of companies getting so many resumes that once they get 10 or so promising applicants they reject all the others they got without ever looking at them.

I've seen certain roles get 400+ resumes....

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I've seen this as a recruiter. It all depends on the role. Some get 100s, some get none.

Most recruiters have more jobs than they can handle and find the first X applicants. If those don't work out, they move on.

The key to most jobs is getting in within the first 10 applicants. Or network your ass off.

Kevin the 3-legged dog said:

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Astroag said:

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I've also heard of companies getting so many resumes that once they get 10 or so promising applicants they reject all the others they got without ever looking at them.

I've seen certain roles get 400+ resumes....

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I've seen this as a recruiter. It all depends on the role. Some get 100s, some get none.

Most recruiters have more jobs than they can handle and find the first X applicants. If those don't work out, they move on.

The key to most jobs is getting in within the first 10 applicants. Or network your ass off.

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As a fellow recruiter this is spot on. If I have 100 applicants, most of the time I'll look at the first 20-30 resumes, pick the top 10, and won't ever review the other 70 resumes.

Best advice is to apply to jobs within 1-2 days of being posted. If a job has been posted for a month or longer then it's almost pointless to apply, unless it's for a very niche role.

As someone who configures Workday and has worked in HR for 20 years, I can tell you that the above info from other recruiters/HR folks is correct. Workday can automatically reject applicants based on certain factors in either your resume or the application that you fill out. Also, if the position is filled (either internally or externally) Workday can be configured to automatically disposition your application and send you a canned rejection letter. As others have said, a lot of recruiting is timing. I always tell folks who are actively looking for jobs to check Indeed daily and apply to positions as soon as they can, Recruiters may just review the first 25 and pull the best candidates from that group and never touch the other candidates' resumes. Good luck to you in your job search.

https://www.theverge.com/2021/9/6/22659225/automated-hiring-software-rejecting-viable-candidates-harvard-business-school

Astroag said:

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https://www.theverge.com/2021/9/6/22659225/automated-hiring-software-rejecting-viable-candidates-harvard-business-school

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I only have self disclosed answers decline candidates.

And based on minimum requirements.

If you trust the computer to self reject candidates, you're in for a world of hurt.

Astroag said:

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https://www.theverge.com/2021/9/6/22659225/automated-hiring-software-rejecting-viable-candidates-harvard-business-school

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I call BS on this. Ive used most of the big Applicant Tracking Systems (ATS) out there and have never seen an ATS that could reject a candidate if they had a gap on their resume. Same with an ATS that would automatically reject a candidate because they didnt have a certain keyword on their resume. I think everyone gives ATS too much credit lol.

I'd be curious to get the Workday Consultant Poster's opinion on this.

The issue when posting a job is not enough qualified candidates applying. For example, I post a software engineer job and I might get 5 applicants from Walmart or Target who stock shelves. But they swear they can do the job!

Sorry, I should have been more clear above. Workday can automatically decline candidates when the requisition is filled, but it won't auto decline on keywords or gaps in employment. Now, you can set up a questionnaire with knock-out questions (i.e. "Do you have at least 5 years of experience with XYZ Software") and depending on how the candidate answers the questionnaire, you can have the system reject them. Other than that scenario, Workday requires a recruiter/hiring manager to go in and disposition a candidate out. I'm not aware of a system that would reject applicants based on gaps in work history or lack or keywords, but I haven't "recruited" in 20 years, so things may have changed.

Shumba said:

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Sorry, I should have been more clear above. Workday can automatically decline candidates when the requisition is filled, but it won't auto decline on keywords or gaps in employment. Now, you can set up a questionnaire with knock-out questions (i.e. "Do you have at least 5 years of experience with XYZ Software") and depending on how the candidate answers the questionnaire, you can have the system reject them. Other than that scenario, Workday requires a recruiter/hiring manager to go in and disposition a candidate out. I'm not aware of a system that would reject applicants based on gaps in work history or lack or keywords, but I haven't "recruited" in 20 years, so things may have changed.

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This has been my experience with Workday, and every other ATS as well. But of course you get the above articles and people think that they need to include a buzzword so they can get past the ATS screening, or get the recruiters attention. I dont know how these urban legends got started but none of it is true.