Choosing to invest in the Workday application is a valuable decision that can have tremendous positive effects for your organization. Regularly recognized in the Gartner Magic Quadrant for its HCM and Financial product suites, Workday has the power to significantly improve HR and Payroll compliance, reduce risk, provide better data for decision making and increase efficiencies across your organization.
However, these benefits mean little if you don’t have the right people managing your Workday investment. Experience is critical but there is so much more you keep in mind.
Before you search for your next HR or payroll partner to manage your Workday investment or lead a crucial project, here are the top three things you should consider.
1. Be thoughtful about your business needs
Before you begin the process, take some time and really think about your specific business needs and what characteristics would make the company an asset for the completion of that project. For example, do you need a critical thinkers, someone with analytical skills or a team with good executive presence?
Every project is different so you should really take the time and evaluate what specific qualities are most critical to the project before you get started. This will save you valuable time in the shortlisting, interviewing and decision-making process in the long run, so take the time to be thoughtful and plan out your needs for each role.
You may even consider engaging a Workday staffing consultant to sit down with you and roadmap your business needs, what are the specific challenges of the role and analyze which characteristics are needed.
2. Workday experience is key
Never underestimate the power of an experienced Workday implementation partners, especially one who has many Workday certified consultants. A Workday certification means that the candidate has either been a Workday employee or been an employee at a Workday partner company and completed the necessary and vital training.
Never underestimate the power of an experienced Workday implementation partners, especially one who has many Workday certified consultants. A Workday certification means that the candidate has either been a Workday employee or been an employee at a Workday partner company and completed the necessary and vital training.
Aside from Workday certification, you should also take an in-depth look at the company’s experience – how many integrations have they conducted, at what stage did they enter the project, what were the goals and objectives they achieved and what companies / projects have they worked with – are all critical questions.
3. Think about your business culture
Finally, you should consider your internal business environment and company culture. Once you’ve narrowed down your top candidates based on experience level, consider who would be the best fit within your organization culturally.
Finally, you should consider your internal business environment and company culture. Once you’ve narrowed down your top candidates based on experience level, consider who would be the best fit within your organization culturally.
Does your business require employees to be onsite? Do you have a more collaborative environment? Is your executive team highly engaged in the process and will this role require executive visibility? These are all critical questions to consider when evaluating whether the talent will be the right cultural fit for your organization. Bottom line, partnering with the right Workday specialized company for a key project or project management is critical to ensuring your success. Workday experts – such as Keyseries – can even do these above steps for you, and they have a deep ecosystem of Workday consultants so they can recommend the right professional for your business needs.