What Recruitment Guide Do I Need? – Searchable FAQ

How do I enter retirement and leave data after onboarding?

How can I view candidate profiles and history?

How do I customize or save candidate filters?

How do I move candidates forward in the process?

Where can I view and filter candidates by stage or recruiter?

How do I add a Candidate Pool to my Favorites for quick access?

How do I add candidates to a Candidate Pool from a candidate profile?

How do I add candidates to a Candidate Pool from a requisition?

How do I add tags to candidates in a Candidate Pool?

How do I assign or change the Candidate Pool Manager?

How do I choose a type (static/dynamic) and set visibility for a Candidate Pool?

How do I create a Candidate Pool?

How do I view an existing Candidate Pool?

How do I view, share, or message candidates within a Candidate Pool?

How do I complete a Recruiter Phone Screen?

How do I determine whether a candidate meets minimum qualifications?

How do I locate and select candidates in Workday?

How do I route an application to a manager for review or a manager phone screen?

What actions can I take after screening a candidate (move forward or decline)?

What is the “MQ Review Complete” step and how is it used?

How do I assign the correct pay group?

How do I complete the Onboarding Set-Up for a transferred employee?

How do I complete the “Revise Job Change” step?

How do I confirm or update organization assignments (cost center, SBU, etc.)?

How do I enter retirement and leave information for the employee?

How do I log in to Workday to complete this process?

How do I start a transfer from a requisition in Workday Recruiting?

How do I update compensation and pay rate correctly?

How do I upload required attachments?

What deductions need to be reviewed after a job change?

What does the Current Manager need to review during the transfer?

What does the Receiving Manager need to verify (job, location, details, classification)?

What does the “Move” tab mean and how do I handle the vacated position?

What information do I need before starting a Change Job action?

What is the purpose of the Change Job business process?

When does a Benefit Change event need to be completed?

Who do I contact for support with Workday?

How does State Personnel Talent Acquisition decide whether an application can be copied?

Under what circumstances can I hire a second candidate from an existing applicant pool within 90 days?

What conditions must be met to copy an application from one requisition to another?

What happens after an application is successfully copied to a new requisition?

What happens if the application copy request is denied?

What information must I include when requesting an application copy from State Personnel Talent Acquisition?

What steps do I follow to create a second requisition for the copy-application process?

When shouldn’t this application-copy process be used?

Who should I contact if I have questions about the copy-application process?

Why can’t I add additional positions to an existing requisition once it is created?

Why can’t I hire multiple candidates from a single-position requisition in Workday?

How do I access the Recruiting Dashboard?

How do I add the Recruiting Dashboard to my apps menu?

What information does the Recruiting Dashboard display?

How can I customize which reports appear?

How do I add or remove reports from my dashboard?

How do I enter direct deposit information for a new hire?

How do I check for and merge duplicate candidate/worker records?

How do I verify Social Security Numbers before merging?

What rules does Workday use to identify duplicates?

Can I add supplementary questionnaires to my requisition?

Can I hire directly from an Evergreen requisition?

How do I assign the Primary Recruiter role?

How do I attach required documentation (e.g., mission criticality approval)?

How do I enter job descriptions, qualifications, and locations?

How do I link a standard requisition to an Evergreen requisition?

How do I post the job internally and externally?

How do I review and submit my requisition?

How do I set the compensation information for the requisition?

How do I start creating an Evergreen Requisition in Workday?

What happens after I submit the requisition for review?

What information is required on the Job section of the requisition?

What is an Evergreen Requisition and when should it be used?

What should I include in the Organization Assignments section?

Who can create an Evergreen Requisition?

How do I move a candidate to Ready for Hire?

How do I review benefits for retro adjustment after hiring?

What payroll updates must be completed in E1 after hiring?

How do I access and open the Form I-9 task in Workday?

How do I amend an I-9 when information must be corrected?

How do I complete Form I-9 for a new hire in Workday?

How do I complete Supplement B for a rehire who is still work-authorized?

How do I complete a remote I-9 with an Authorized Representative?

How do I complete reverification for expiring work authorization documents?

How do I complete the Photo Match task?

How do I complete the employer attestation and signature?

How do I monitor expiring work authorization documents for Workday-completed I-9s?

How do I monitor expiring work authorization documents for paper I-9s?

How do I upload a previously completed paper Form I-9 into Workday?

How do I upload document copies to the I-9 in Workday?

How do I verify the information the new hire entered in Section 1?

What do I check when examining documents for Section 2?

What do I do if the Form I-9 is completed late?

What documents are acceptable for proving identity and work authorization?

What documents should NOT be reverified?

What documents should be attached when recording a paper I-9?

What happens after I approve Section 2 and how does E-Verify work?

What information must I enter from the documents into Section 2?

What information must be entered when recording an external Form I-9?

What is Photo Match and when is it required?

What is a Finalize task and why might I receive one?

What onboarding steps must a new hire finish before completing Section 1 of Form I-9?

What parts of the I-9 can be amended and how are amendments submitted?

What reports can I run to review pending I-9s?

What should I do if Section 1 information is incorrect?

What should I do if a Finalize task appears?

What specific citizenship/immigration information must be entered for certain statuses?

When is a receipt acceptable and how is it handled?

When must Section 1 and Section 2 of Form I-9 be completed?

When should Supplement B (formerly Section 3) be completed?

How do I check E1 and Workday for a prior worker record?

How do I start the hire from a requisition in Workday Recruiting?

What do I do if I find a prior worker record and need to merge candidates?

When can I use Direct Hire instead of Workday Recruiting?

How do I complete the I-9 Section 2 questionnaire?

What are the requirements for completing Form I-9 and E-Verify?

How do I propose compensation for a new hire?

How should I enter and correct National IDs (SSNs)?

What organization assignment details must be updated during the hire?

What personal information must be entered if the worker type has no onboarding?

What service dates must be reviewed or edited?

How do I manage or skip a probation period?

What must the manager do in the onboarding setup step?

What is the purpose of the Hire Candidate process?

What security roles participate in the hire process?

What steps are included in the full hire workflow?

How do I add or change the worker’s primary home address?

How do I assign the correct pay group?

How do I enter the worker’s work email address?

How do I update the Worker’s System ID (Employee ID)?

What steps are required to reset or enable a Workday account?

How do I create a Pre-Hire record?

How do I hire a Pre-Hire into a position?

What contact information must be entered for a Pre-Hire?

What do I do if the person is a rehire and completed an I-9 previously?

How do I decide whether to move a candidate forward or decline them?

What is Manager Application Review and how do I complete it?

Why must I consult my Recruiter before moving candidates?

Can I upload a resume or cover letter for a referred candidate?

How do I refer a candidate in Workday?

What happens after I submit a referral?

What information is required to submit a referral?

How can I view candidates and their statuses?

How do I access my supervisory organization to view open requisitions?

How do I find and open a specific requisition?

What details can be seen on a job requisition?

What information is included in the requisition Overview?

What organizations are tied to a requisition?

Where can I view job postings and links to the external career site?

How do I access an application a Recruiter shared with me?

What can I view in a shared application?

Can I change the Job Profile?

Can I edit the cost center on a job requisition?

How do I choose the worker type (Employee, Contractor) and time type?

How do I choose whether the job posts internally, externally, or both?

How do I designate whether a position is remote, office, or hybrid?

How do I enter the primary posting location?

How do I set or change the location of a job requisition?

How do I set the recruiting start date?

How do I start a job requisition in Workday?

How do I update the Job Title?

What happens after I submit a job requisition?

What information must be included in the Job Description and Job Posting?

What is the correct reason to select (Addition vs. Replacement)?

What is the difference between “Replace a Worker” and “Add a Worker”?

What should I do if I don’t have the position number?

How do I create filters to organize my Inbox tasks?

How do I find recruiting tasks assigned to me?

How do I move a candidate to the interview stage and schedule an interview?

How do I record the interview decision (move forward or decline)?

How does the recruiter acknowledge manager interview feedback?

What details must be included when scheduling the interview?

What tasks do managers receive for interview feedback?

How can I view and track scheduled interviews?

How do I add a self-schedule calendar to a requisition?

How do I create a new recruiting self-schedule calendar?

How do I inactivate an old or unused self-schedule calendar?

How do I move candidates to the self-schedule stage?

How do I set available time blocks and exclude certain days?

What do the calendar visibility and reschedule settings mean?

What happens after candidates schedule their own interviews?

What is a recruiting self-schedule calendar?

What reports show candidate interview schedules?

Who can create and manage self-schedule calendars?

How do I close a job requisition that is no longer being used?

How do I close an evergreen requisition?

How do I disposition the remaining applicants after closing a requisition?

How do I run the “Applicants by Job” report in Workday?

How do I unpost or repost a job posting?

How do I view and manage job postings on a job requisition?

What are the rules or reminders about when candidates must be dispositioned?

What happens to job postings when I close a job requisition?

What happens when I close an evergreen requisition, and who closes the posting?

Are comments entered in Workday part of public record?

How do I complete a Manager Phone Screen task?

How do I complete the Interview Feedback task?

What actions can I take after completing the phone screen?

What ratings can I select when submitting interview feedback?

How do I email candidates through Workday?

How do I use Workday’s message templates?

How do I use the Send Message tool?

What should I include in subject lines and email bodies?

Why must I add a Display Name and Reply-To address?

Why should I email internal candidates outside of Workday?

How do I generate and edit the offer letter?

How do I propose compensation?

How do I start the Offer stage and enter hire details?

What happens after the candidate receives the offer?

How do I add “People to Meet” for the new employee?

How do I customize the welcome message new hires see?

How do I list helpful contacts (HR, IT, Payroll) for the new hire?

How do I send notifications to team members about the new hire?

How do I submit and complete the Onboarding Setup process?

What is the Onboarding Setup task and when do I complete it?

At what stage of the hiring process can a position number be changed?

How do I choose a replacement position WITH a job requisition?

How do I select a new position number during the hire process?

What conditions must be met to select a replacement position WITHOUT a job requisition?

What do I do after selecting the correct position number?

What happens if the replacement position doesn’t meet the required conditions?

What happens to the requisition if its positions are filled?

What is the purpose of changing a position number at the time of hire?

Where do I go in Workday to change the position number?

Who is allowed to change a position number during the hire process?

How do I print or download an individual application as a PDF in Workday?

How do I share a single application with someone in Workday?

How do I share an application—including resumes and attachments—with a hiring manager or others in Workday?

How do I share multiple applications at the same time?

What notification does the recipient receive when an application is shared with them?

Which sections should I select when printing an application for a clean, streamlined PDF?

Who can view shared applications and where do they access them in Workday?

Why can’t I print multiple applications at once in Workday?

How do I access and interact with prospects who used the “Introduce Yourself” feature?

How do I add a prospect to a Candidate Pool?

How do I check or resend a prospect’s consent request?

How do I create a new prospect in Workday?

How does prospect consent work, and why is it required?

What are Candidate Tags, and how do I assign them to a prospect?

What information do I need to enter when creating a prospect?

What is the “Introduce Yourself” feature on the career site?

What methods can I use to create a prospect (new, existing worker, resume upload)?

How do I initiate a background check (OneSource or manual)?

How do I initiate and manage reference checks?

How do I track assessments or use the Assessment stage?

What steps do candidates and references complete during the reference process?

Where do I view background check results and make decisions?

How do I set reminders to follow up on candidates?

Where will reminder notifications appear in Workday?

By what deadline must Section 2 be completed?

Can the HR Partner resend the Remote I-9 link to the authorized representative?

Does an employee also receive a task related to the Remote I-9?

How does an HR Partner decide whether a Remote I-9 is needed?

How does an HR Partner initiate the Remote I-9 for an authorized representative?

How does an employee complete Section 1 of the Form I-9?

How does the HR Partner designate and notify the authorized representative?

How does the HR Partner review the completed I-9 for accuracy?

How does the authorized representative complete the employer attestation/signature?

How does the authorized representative verify identification documents?

Is attaching copies of the worker’s ID documents required?

What does clicking “Approve” do in the Remote I-9 process?

What happens if corrections are needed?

What happens if the HR Partner selects “No” on the Remote I-9 questionnaire?

What information must the authorized representative enter when completing Section 2?

What is the purpose of the Remote I-9 process?

What must the authorized representative do upon receiving the Workday email?

When does the Remote I-9 process begin?

When must Section 1 be completed?

Where does the representative find the list of acceptable I-9 documents?

Who can complete a Remote I-9 (roles involved)?

How can I tell if a job is posted or just open?

How can I view detailed requisition information or take actions (copy, assign roles, manage interview team)?

How do I filter or group requisitions by manager or location?

When does a requisition close automatically vs. manually?

How do I change organization assignments for an SOS position?

How do I complete the job description and qualifications section?

How do I configure supplementary questionnaires for the job requisition?

How do I create a job requisition for the new SOS position?

How do I create an SOS temporary position in Workday?

How do I request compensation for a temporary position?

How do I review and submit the requisition summary?

How do I verify and edit requisition compensation details?

What additional data must be entered (such as supervisor, agency recruiter, or end date)?

What are the next steps after submission?

What documents need to be attached to the requisition?

What happens after I submit the SOS position request?

What information do I need to enter when creating a new SOS position?

What organization details must be entered for the requisition?

What pay group should I assign to the position?

What recruiting information should I include for an SOS requisition?

How do I move an Evergreen candidate to a linked requisition?

How can I copy details from an existing requisition?

How do I assign a primary recruiter?

How do I attach calendars or templates?

How do I complete organization assignments (company, cost center, etc.)?

How do I configure supplementary questionnaires?

How do I edit job information such as title, job profile, and qualifications?

How do I enter recruiting dates (start, target hire, end)?

How do I link a requisition to an Evergreen Requisition?

How do I post the job (internal/external sites)?

How do I request requisition compensation and verify salary details?

How do I review and submit the requisition summary?

How do I select job type (full-time/part-time) and location?

How do I set interview teams and reminders?

How do I start the job requisition process in Workday?

What are the recruiting instruction options (internal/external posting)?

What details should be included in the job description?

What happens after I complete all steps?

What happens after submission—who reviews it next?

What should I do if I need to fill a vacant position?

What should I do with internal/external posting questionnaires?

Where do I attach required documentation, like mission criticality approval?

Who do I contact for help with Workday Recruiting or technical issues?

Who do I contact with questions about Veterans Preference?

How do I check whether an applicant is claiming Veterans Preference?

How do I use the Application Status (SoN) report to find Veterans Preference information?

What does it mean if a candidate claimed preference but no level appears yet?

What does “Claiming Veterans Preference: Yes / Yes but already submitted documentation / No” mean?

Where do I find a candidate’s Veterans Preference Level in Workday?

Where in a candidate’s Workday profile can I see their Veterans Preference claim?

How should DD214s and benefit letters be handled, stored, and forwarded?

What documentation must be submitted to confirm Veterans Preference status?

Can spouses receive Veterans Preference? If so, what documentation is required?

What does “Candidate Withdrew Request” mean?

What does “Internal – Not Currently Eligible (Inactive)” mean?

What does “No Documentation – Unable to Contact” mean?

What does “Pending – Awaiting Documentation” mean?

What qualifies a veteran for 10% preference?

What qualifies a veteran for 5% preference?

Why would a candidate be listed as “Reviewed – Not Eligible”?

How can a veteran appeal the application of Veterans Preference?

What is the recruiter’s role in the Veterans Preference appeal process?

What notice must be provided to a veteran who is not selected for a position?

How is Veterans Preference scoring applied during assessments or interviews?

What happens if no scoring system is used in the hiring process?

Where can I find the Nebraska Veterans Preference statutes (48-225 to 48-231)?

How do I customize my Recruiter Hub view?

Why do some tasks or cards only show my agency’s data?

What is the HR Partner’s role in onboarding approvals?

What onboarding tasks does the new worker complete?