The Fight for Workday Talent (& What Hiring Managers Need to Know in 2020)

Posted April 01, 2020

Workday has gone from strength to strength – the company’s December 2019 results showed a 26.2% revenue increase year on year. And we’re seeing parallel increases in demand for Workday skills as companies push through with new deployments and scaling up of modules.

This means hiring managers are facing critical challenges when it comes to sourcing skills needed for success. We’ve written before about common Workday recruitment mistakes and what successful Workday recruitment looks like. Those still hold true. But 2020 features significant talent market trends that need to shape your hiring approach.

You can get the full insight in this 2020 Workday Market Talent Review. Here are 4 key takeaways that should inform your approach to Workday recruitment starting now. 

Give the hard sell on project challenges

The 2020 Workday Market Talent Review crunches the numbers on 12 months of Focus Cloud placements – plus a survey of Workday talent worldwide. It found that top candidate motivators for seeking a new role are money (71%) and career prospects (51%). But there’s also a clear desire to be involved in interesting, challenging projects. Specifically, people are interested in having more impact (39%), taking on bigger challenges (29%) and being part of global deployments (20%).

When you’re framing the job spec and conducting interviews, make sure you sell the project with this in mind. Given that demand exceeds supply when it comes to Workday experience, your differentiators will lie in the opportunity you offer and your employer value proposition.

Focus on retention from the beginning

Interestingly, the survey found that 60% of people in permanent Workday roles would consider moving to contract work. This means employers need to focus on retention as they build Workday capabilities. 

Having gained valuable new skills, staff want to continue being involved in exciting projects – not revert to business-as-usual post-deployment. Make sure you engage staff in discussions about future projects and role requirements early on, so you don’t lose the skills base you’ve built up.

Flexibility is essential, not optional

COVID-19 has made it clear that businesses need a robust remote working strategy. It remains essential when it comes to Workday hiring.

83% of Workday specialists we surveyed work from home at least one day a week. 20% work from home 5+ days. Of the roles we placed last year, 20% involved remote working. Think carefully about how often you actually need someone on site. Flexibility can tip the balance for candidates, helping you secure a better fit that adds greater value to the deployment.

Workday skills are valuable, so be realistic on salaries

For permanent roles, there’s a wide spectrum of salaries. Most are concentrated between £40-90k, but 35% of people earn £90k+. On top of their base remuneration, 61% of people receive a bonus.

When we break down salaries by region, we see North America and APAC outstripping Europe in terms of market rates. And Mainland European rates are generally higher than UK and Irish benchmarks. When looking at pan-European deployments, it’s key to keep these differences in mind.

For contractors, 35% of rates are in the £650-£849 range. (See the full salary and rate benchmarking in the 2020 talent review.)

The Workday talent market moves quickly, so don’t risk losing great candidates by offering unrealistic remuneration. 

Get on the front foot with your 2020 Workday requirements

Download the 2020 Workday Market Talent Review for more salary benchmarks and hiring trends that will help you secure the skills you need:

Get the Talent Review

Credit - Lloyd Gordon - CEO | Focus Cloud

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